Yum China Holdings, Inc.
For the period ended May 23, 2025. Filed Apr 11, 2025.
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What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
May 23, 2025 · Filed Apr 11, 2025
Contents
Elements of the Executive Compensation Program
The Company’s executive compensation program has three primary pay components: (i) base salary; (ii) STI consisting of annual performance-based cash bonus; and (iii) LTI awards. These three components form our annual target total direct compensation for our NEOs. We believe that these key elements are aligned with the Company’s compensation philosophy and objectives of incentivizing and rewarding performance, attracting and retaining the right talent and aligning the interests of our executive officers with our stockholders.
| YUM CHINA – 2025 Proxy Statement | 55 |
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EXECUTIVE COMPENSATION
The following charts demonstrate that 2024 annual target total direct compensation for Ms. Wat, our CEO, and the other NEOs was predominantly weighted toward variable, at-risk pay elements. Such elements (consisting of the target STI opportunity and grant value of the LTI awards) represented approximately 90% of the 2024 annual target total direct compensation for Ms. Wat and, on average, 75% of the 2024 annual target total direct compensation for our other NEOs. In addition, 70% of the 2024 annual target total direct compensation for Ms. Wat and, on average, 53% of the 2024 annual target total direct compensation for our other NEOs, consisted of LTI awards in the form of PSUs and RSUs, the value of which fluctuates based on the Company’s stock price.
| 2024 CEO Target Total Direct Compensation Mix | 2024 Other NEOs Average Target Total Direct Compensation Mix |
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