Company: RITM-PC
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001104659-25-033195
Chunk: 36

Company: Rithm Capital Corp.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 36
---
 Compensation Committee made all decisions regarding the compensation levels of our named executive officers (other than Mr. Sivin, as discussed herein) relating to fiscal year 2024 compensation. It is our Compensation Committee’s responsibility to: • oversee the design of our executive compensation programs, policies and practices; • determine the types and amounts of compensation for our named executive officers; and • review and approve the adoption, termination and amendment of, and to administer and, as appropriate, make recommendations to our Board of Directors regarding, our incentive compensation plans. Our objective is to provide a market-based executive compensation program tied to performance and aligned with the interests of our stockholders. Role of the Independent Compensation Consultant Our Compensation Committee reviews the competitiveness of our executive compensation programs and recent governance trends relating to executive compensation when determining the compensation levels for our named executive officers. To assist the Compensation Committee in this process, our Compensation Committee retained FW Cook as its independent compensation consultant to provide advice on our executive compensation practices. FW Cook does no work for our management team that is not under the Compensation Committee’s purview. Representatives of FW Cook attended certain meetings of the Compensation Committee, including meeting with members of the Compensation Committee without members of management present. During 2024, the Compensation Committee reviewed the independence of FW Cook using assessment criteria under applicable NYSE rules and concluded the retention of FW Cook did not raise any conflicts of interest. Role of Executive Officers in Executive Compensation The Compensation Committee takes into consideration recommendations from Mr. Nierenberg on the compensation of named executive officers other than himself. Our Compensation Committee took Mr. Nierenberg’s recommendations into account in making its determinations with respect to the base salaries for Messrs. Santoro, Zeiden and Sivin, and for the earned incentive compensation payable to Messrs. Santoro and Zeiden (Mr. Sivin was no longer an executive officer of the Company at the time of the Compensation Committee’s approval of earned incentive compensation for performance in 2024), but ultimately all determinations (other than Mr. Sivin’s earned incentive compensation for performance in 2024) with respect to the compensation of all of our named executive officers were made by the Compensation Committee in its sole discretion. Objectives of our Executive Compensation Program Our executive compensation program is built on the following objectives: • Attract and Retain the Right Talent. Executive compensation opportunities should be market- competitive to attract and retain highly motivated talent with a performance-driven mindset; 24

TABLE OF CONTENTS

• Pay for Performance. The majority of