Company: KHC
Filing Date: 2025-03-28
Form Type: DEF 14A
Source: 0001308179-25-000266
Chunk: 38

Company: Kraft Heinz Co
Filing Date: 2025-03-28
Form: DEF 14A
Chunk 38
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 | Adjusted Operating Income        |
| ● | PBP Adjusted Operating Income    |
| ● | PBP Organic Net Sales            |
| ● | PBP Free Cash Flow conversion    |
| ● | PBP Adjusted Gross Profit Margin |
| ● | Market share                     |

<div align='center'>CUMULATIVE TSR PEER GROUP The TSR peer group includes S&P Consumer Staples Good and Soft Drink Products companies, as also disclosed in our 2024 Annual Report. Companies included in the S&P Consumer Staples Food and Soft Drink Products index change periodically and are presented on the basis of the index as it is comprised on December 28, 2024. The peer group used for this pay versus performance disclosure differ from the peer groups we use for compensation and the TSR performance measure in our PSU awards. For additional information on our compensation and performance peer groups, see above under — Compensation Discussion and Analysis—Compensation Structure and Goals—Year-Round Executive Compensation-Setting Process—Role of Peer Groups. TSR COMPARISON We consider the S&P Consumer Staples Food and Soft Drink Products our peer group under Regulation S-K Item 201(e), as presented in our 2024 Annual Report.</div>

| 88 | 2025 Proxy Statement |

| Company  
 Overview |     | Voting  
 Roadmap |     | Stockholder 
 Engagement  |     | Our   
 Board |     | Governance |     | Director     
 Compensation |     | Beneficial 
 Ownership  |     | Executive    
 Compensation |     | Audit   
 Matters |     | Stockholder 
 Proposals   |     | Other       
 Information |     | Appendix A. 
 Non-GAAP    |

<div align='center'>COMPENSATION ACTUALLY PAID CAP VERSUS COMPANY CUMULATIVE TSR CAP to our CEO and other NEOs is aligned with the Company’s TSR. This is due primarily to the Company’s compensation philosophy of meritocracy and the significance of equity-based compensation in our compensation program, which aligns equity to the Company’s financial performance. CAP VERSUS NET INCOME Net income and the CEO and other NEOs’ CAP has fluctuated each year. This is due primarily to the fact that we do not use net income to determine compensation levels or incentive plan payouts. CAP VERSUS FIVE-YEAR CUMULATIVE ADJUSTED OPERATING INCOME The CEO and NEOs’ CAP has fluctuated each year versus Adjusted Operating Income results primarily due to our philosophy of meritocracy and the fact that Adjusted Operating Income represents