Green Brick Partners, Inc.
For the period ended Dec 31, 2025. Filed May 22, 2026.
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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.
Dec 31, 2025 · Filed May 22, 2026
Contents
Compensation Program Evolution
The Compensation Committee completes an annual review of the incentive compensation plan to continue to align
our executives with the short and long-term interests of our Stockholders and to enhance our competitiveness to
retain our leaders. Many factors are considered in the review, including feedback from Stockholders, business
results, and market trends. As part of this evolution, the Compensation Committee has taken a series of actions
over the past four years to design our executive compensation plans to continue to align the interests of our senior
leaders with those of our Stockholders.
| Actions We Took | |
| 2022 | •Adopted a comparative peer group of 5 companies•Modified annual incentive plan to include a maximum payout of 200% of target opportunity, rather than relying on the Committee’s discretion to award additional performance bonuses for exceptional financial and operational performance.•Reduced from 50% to 33⅓% portion of annual compensation payable based on individual performance |
| 2023 | •Introduced relative TSR as a component of the annual incentive plan (representing 20% of CEO’s target annual incentive opportunity)•Changed profitability metric from pre-tax income to EPS (representing 25% of the CEO’s target annual incentive opportunity) |
| 2024 | •Engaged independent compensation consultant to assist Committee in expanding peer group to 9 companies, plus 4 below the line against which compensation was reviewed•Conducted a comprehensive review of our compensation program design against peer group•Began review and development of long-term incentive plan |
| 2025 | •Adopted the Long-Term Incentive Plan consisting of 1/3 awarded in time-based RSUs and 2/3rd awarded in performance based RSUs (split evenly between cumulative ROA and relative TSR) in each case over a three-year performance period•Modified annual incentive to be payable 25% in stock for CEO and President and in cash for the other NEOs (as compared to 50% in prior years to reflect significant portion of target compensation being awarded in long-term equity) |
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