SmartHR is scheduled to approve the introduction of a performance-linked restricted stock (PSURS) system at the shareholders’ meeting in July 2026. The system aims to motivate continuous improvement of corporate value and shareholder value sharing by clearly defining the reward framework and stock issuance conditions.<\/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":"4431","jir_company_name":"SmartHR Inc.","jir_importance":"\u2605\u2605\u2606\u2606\u2606","jir_publication_date":"2026-06-26","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/06\/4431-20260626-02.pdf","jir_short_summary":"SmartHR is scheduled to approve the introduction of a performance-linked restricted stock (PSURS) system at the shareholders' meeting in July 2026. The system aims to motivate continuous improvement of corporate value and shareholder value sharing by clearly defining the reward framework and stock issuance conditions.","jir_summary":"### Overview of the System\nSmartHR is scheduled to gain approval at the shareholders' meeting in July 2026 for the introduction of a performance-linked restricted stock (PSURS) system. This system aims to provide targeted directors with attractive incentives that encourage sustainable enhancement of corporate and shareholder value, facilitating value sharing with shareholders and motivating long- to medium-term value creation. Approval from shareholders is required for implementation, which includes detailed regulations on the reward amount, maximum stock issuance, timing and content of the stock transfer. The specific mechanism is based on a post-issuance structure that grants stock according to the achievement level of performance indicators during the evaluation period.\n\n### Future Outlook and Impact on Shareholders\nThe introduction of this system is expected to strengthen the commitment of SmartHR's directors to performance and increase incentives for enhancing corporate value. After approval, targeted directors will receive stock and compensation, considering potential dilution and impact on shareholders' value. The detailed operation of the system will be decided by the board of directors, aiming to ensure transparency and effectiveness while striving for long-term enhancement of corporate value.","jir_financial_highlights":"","jir_category":"","jir_hashtags":"#SmartHR, #IRRelated, #JapaneseStocks","jir_key_figures":"Reward framework maximum: within 400 million yen annually (within 70 million yen for outside directors)\nTotal stock issuance limit: within 100,000 shares annually (within 20,000 shares for outside directors)\nEvaluation period: first period from 2026-05-01 to 2027-04-30","jir_meta_title":"\u3010SmartHR\u3011Review and Introduction of Executive Compensation System | June 2026","jir_meta_description":"SmartHR is scheduled to approve the introduction of a performance-linked stock compensation system at the July 2026 shareholders' meeting. This document explains the system's overview and its impact on shareholders.","jir_og_title":"\u3010SmartHR\u3011Introduction of Executive Compensation System | June 2026","jir_og_description":"After shareholder approval, SmartHR plans to introduce a long-term value enhancement-oriented executive compensation system. This document details the system and expected effects.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":17202,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"general_ir","footnotes":""},"sector":[],"importance":[],"class_list":["post-71668","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n