Hibiya Sogo Sekou resolved to continue and partially revise its executive compensation system, which is scheduled for approval at the shareholders’ meeting in June 2026. The system includes extensions of trust periods for performance-linked stock compensation and increased contribution amounts.<\/p>\n","protected":false},"comment_status":"open","ping_status":"closed","template":"","meta":{"Ticker":"","DATE":"","longName":"","company_name_ja":"","fullTimeEmployees":0,"address":"","phone":"","website":"","industry":"","sector":"","regularMarketPrice":0,"financialCurrency":"","marketCap":0,"fiftyTwoWeekLow":0,"fiftyTwoWeekHigh":0,"epsTrailingTwelveMonths":0,"epsForward":0,"bookValue":0,"totalRevenue":0,"OperatingIncome":0,"operatingMargins":0,"NetIncome":0,"profitMargins":0,"ebitda":0,"trailingPE":0,"forwardPE":0,"priceToBook":0,"returnOnEquity":0,"recommendationMean":0,"recommendationKey":"","targetMeanPrice":0,"numberOfAnalystOpinions":0,"analyst_earnings_data":"","dividendRate":0,"dividendYield":0,"payoutRatio":0,"totalEsg":0,"environmentScore":0,"socialScore":0,"governanceScore":0,"title":"","providerPublishTime":"","link":"","longBusinessSummary":"","longBusinessSummary_ja":"","quarterly_revenue":0,"quarterly_net_income":0,"quarterly_operating_profit":0,"enterprise_value":0,"company_officer_1_name":"","company_officer_1_title":"","company_officer_2_name":"","company_officer_2_title":"","company_officer_3_name":"","company_officer_3_title":"","company_officer_4_name":"","company_officer_4_title":"","company_officer_5_name":"","company_officer_5_title":"","company_officers_update_time":"","get_dividend_history_year1":0,"get_dividend_history_year2":0,"get_dividend_history_year3":0,"get_dividend_history_year4":0,"get_dividend_history_year5":0,"get_dividend_history_year6":0,"get_dividend_history_year7":0,"get_dividend_history_year8":0,"get_dividend_history_year9":0,"get_dividend_history_year10":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"jir_stock_code":"1982","jir_company_name":"Hibiya Sogo Sekou Co., Ltd.","jir_importance":"\u2605\u2605\u2606\u2606\u2606","jir_publication_date":"2026-05-13","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/05\/1982-20260513-07.pdf","jir_short_summary":"Hibiya Sogo Sekou resolved to continue and partially revise its executive compensation system, which is scheduled for approval at the shareholders' meeting in June 2026. The system includes extensions of trust periods for performance-linked stock compensation and increased contribution amounts.","jir_summary":"### Overview of the System\nHibiya Sogo Sekou resolved at the Board of Directors to continue and partially revise its performance-linked stock compensation system introduced in FY2017. The system utilizes a trust to assign points based on the achievement of the medium-term management plan and the executive\u2019s position, which are then used to distribute shares or liquid assets. The trust period is three years from September 2026 to August 2029, with plans to expand share acquisition within the trust and increase contributions. The purpose of the system is to enhance corporate value and motivation of executives.\n\n### Future Outlook and Impact on Shareholders\nThe continuation and revision of this system aim to strengthen the linkage between executives\u2019 compensation and performance, thereby promoting long- to mid-term corporate value enhancement. After shareholder approval at the June 2026 meeting, contributions and share acquisitions will be conducted based on the system. The revision may strengthen incentives for executives but could also lead to some dilution of shares and impact shareholder returns. The details include extending the trust period and implementing a point-based reward system based on contribution levels.","jir_financial_highlights":"","jir_category":"","jir_hashtags":"#HibiyaSogoSekou, #IRRelated, #JapanStocks","jir_key_figures":"Trust fund limit: 700 million yen\nAnnual grant points limit: 180,000 points\nTrust period: September 1, 2026 to August 31, 2029","jir_meta_title":"\u3010Hibiya Sogo Sekou\u3011Review of Executive Compensation System\uff5cMay 2026","jir_meta_description":"Hibiya Sogo Sekou has approved the continuation and partial revision of its performance-linked stock compensation system. This report explains the system details and lengthening of the trust period.","jir_og_title":"\u3010Hibiya Sogo Sekou\u3011Review of Executive Compensation System\uff5cMay 2026","jir_og_description":"Hibiya Sogo Sekou approved the continuation and revision of its executive compensation system. Details of the system and future outlook are explained in detail.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":9492,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"general_ir","footnotes":""},"sector":[],"importance":[],"class_list":["post-48669","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n