Company: PRSU
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000950170-25-052380
Chunk: 42

Company: Pursuit Attractions & Hospitality, Inc.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 42
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 actual Company performance. Her termination of employment on June 30, 2025 will constitute a termination without cause for purposes of the Striedel Transition Agreement and she will receive the benefits described in this paragraph and below under “Potential Payments upon Employment Termination or Change in Control” in the Executive Compensation section of this Proxy Statement.

Compensation Decision-Making Process

The Human Resources Committee annually reviews and approves our executive compensation program and compensation for our NEOs and other executive officers. Our CEO makes a recommendation to the Human Resources Committee regarding the compensation of executive officers (other than our CEO); however, the Human Resources Committee may adjust:

Annual base salary levels;

Short-term (annual) incentive opportunities, performance goals, the achievement of performance targets, and payment of incentive awards;

Long-term incentive awards, performance goals, the achievement of performance targets, and any payment of long-term incentive awards; and

| 48  |  Pursuit 2025 PROXY STATEMENT​ | ​ |

COMPENSATION DISCUSSION AND ANALYSIS

Any special or supplemental compensation or benefits.

The Human Resources Committee approves, and the other independent members of the Board ratify, all elements of our CEO’s compensation.

Base salary adjustments, if any, are effective January 1 for our CEO, and April 1 of each year for other NEOs.

At its regular quarterly February 2024 meeting, the Human Resources Committee approved RSU and PSU awards to executive officers (as discussed in the CD&A subsection “2024 LTI Awards”). In March 2024, the Human Resources Committee approved financial targets and strategic objectives for the 2024 MIP.

Independent Compensation Advisor

The Human Resources Committee has sole authority to retain or terminate an independent compensation advisor and to approve the advisor’s fees. In September 2023, the Human Resources Committee engaged Korn Ferry, a national independent consulting firm, to serve as its independent compensation advisor. During 2024, Korn Ferry regularly attended Human Resources Committee meetings and advised on compensation matters, including our executive compensation program design and relative pay for performance. Korn Ferry provided market data, analysis, and advice regarding our NEOs’ and other executive officers’ compensation. In addition to advising the Human Resources Committee on executive pay, Korn Ferry advised the Corporate Governance and Nominating Committee concerning compensation of the independent members of our Board. The Human Resources Committee reviewed Korn Ferry’s independence under SEC and NYSE rules and determined that there was no conflict of interest. Korn Ferry has not performed any services for