What does a Senior Manager at Bunge earn?

The B4 band, which maps to the observed Org Level 6 that appears on an official Senior Manager Customer Service posting, is anchored in St. Louis and Chesterfield at about $145,000 base, an 18 percent target incentive worth roughly $26,100 and selective equity modeled at $7,500 for about $178,600 total. The same scope in Rotterdam calibrates to roughly 86 percent of the St. Louis base, in Adelaide to about 79 percent, in São Paulo to about 28 percent and in Mohali to about 19 percent. Bunge publishes no salary range for this level, so every figure is an observation from public postings and salary submissions or a model built on one.

Does Bunge give RSUs, options or an ESPP?

Restricted stock units for selected employees, yes; options are permitted but not the current instrument; a broad employee stock purchase plan, no. The 2024 Long-Term Incentive Plan allows options, restricted stock units, stock appreciation rights and performance units, but the awards actually disclosed are performance-based and time-based restricted stock units for named executives, with legacy Heckman options at $53.43 expiring in 2029 and at $42.76 expiring in 2030 still outstanding. No public evidence supports a discounted all-employee purchase plan or a universal employee grant, and the Bunge share funds inside the US retirement savings plan are participant-directed investments, not company equity awards.

How does Bunge's bonus work?

For executives the Annual Incentive Plan runs on the calendar year, mixes company financial results with individual strategic and operational goals, pays after year-end and can range from 0 to 240 percent of target, with financial goals paying up to 250 percent and individual goals up to 200 percent before the overall cap applies. The 2025 awards were paid in March 2026 and ranged from 100 percent of target for David Mattiske to 163 percent for Gregory Heckman and Julio Garros. Below the named executives Bunge discloses no bonus target grid and no payout history, so the 5 percent target at B1 rising to 60 percent at B8 shown here is modeled from the source bundle rather than quoted from a Bunge plan.

How does Bunge pay in Brazil compared with the United States?

Brazil has historically been one of Bunge's largest employee geographies through its plants, silos and port terminals, and São Paulo is the corporate and commercial hub. Modeled São Paulo base pay runs at about 18 percent of the St. Louis anchor at the entry band and converges towards 96 percent at the executive management tier, with total compensation converging faster still because senior equity is denominated in US dollars and granted globally. Port sites such as Santos and Paranaguá can add shift and hazard premiums that the model does not quantify, and Bunge publishes no Brazilian salary bands, so the whole Brazilian column is a calibrated model rather than an observed grid.

All Companies

Bunge

Compensation Insight

How Bunge Pays

Q: What was the Bunge CEO paid?

Gregory Heckman's 2025 Summary Compensation Table total was $18,945,479: $1,400,000 of salary, a $4,112,640 annual incentive at 163 percent of a 180 percent target, $12,767,722 of stock awards and $665,117 of other compensation. His target long-term incentive value for 2025 was $13.0 million, delivered as 106,339 target performance units and 70,892 time-based units granted on 15 March 2025. That total is 252 times the cost-of-living-adjusted median employee of $75,124 and 499 times the unadjusted median. Stock awards are grant-date accounting values; his shares that actually vested during 2025 were 83,998 units worth $8,326,377.

Bunge's observed Org Level 9 to Level 6 postings extended into a B1 to B9 analytical ladder across 30 markets, a discretionary 2024 Long-Term Incentive Plan of 60 percent performance and 40 percent time RSUs with no broad ESPP, an $18.95M CEO package at 252:1, and 45 certified US H-1B wage records.

~34,000–37,000 employees · NYSE: BG · Bunge Global SA · Chesterfield, Missouri, with a Geneva registered office · FY ends 31 December

Employees

~34,000–37,000

Current official Bunge materials cite both figures after the Viterra combination and the difference has never been reconciled.

FY2025 net sales

$70.33B

From the 4 February 2026 earnings release. A filing summary showed $70.326 billion, so the first-party release is used here.

FY2025 adjusted EPS

$7.57

Down from $9.19 in FY2024. Second-quarter 2026 results raised full-year guidance to $9.25 to $9.75.

CEO total pay

$18.95M

Gregory Heckman's 2025 Summary Compensation Table total, of which $12.77 million was stock awards.

CEO pay ratio

252:1

Against a cost-of-living-adjusted median employee of $75,124. Without that adjustment the ratio is 499:1.

Median employee pay

$75,124

Cost-of-living adjusted. About 13,794 Viterra employees were excluded under SEC transition relief.

2024 LTIP reserve

5.0M shares

Authorised for key employees, consultants and contractors. Current utilisation is not publicly resolved.

H-1B median base

$130,000

Across 22 certified Bunge Management Services applications for FY2021 to FY2025, 21 of them at Chesterfield.

Locations

United States

Canada

Switzerland

Netherlands

Germany

Spain

Italy

United Kingdom

Hungary

Poland

Ukraine

Brazil

Argentina

Mexico

Paraguay

Uruguay

Australia

Singapore

China

Japan

India

1.00× base / 1.00× TC vs St. Louis

Band Hierarchy

Bunge publishes no worldwide grade structure. Its own job postings expose a descending Org Level numbering that reaches Levels 9, 8, 7 and 6 and stops there, so bands B1 to B4 carry real observed labels while B5 to B9 are analytical extensions built for comparison. The chief executive row is carried in the executive section rather than in the ladder.

Observed ladder — Org Level 9 through Org Level 6

Lead Professional / Manager II / Senior ManagerDual track · variable 18% · reported

Lead principal, domain architect, senior trader or risk specialist, Manager II and multi-team or larger-site leader

8–13 years

●●●●○○○○○○○○

Senior Professional / Principal Consultant / Manager IDual track · variable 12% · reported

Principal Consultant, senior engineer, senior commercial or risk professional, Manager I and first formal people leader

5–9 years

●●●○○○○○○○○○

Senior Analyst / Specialist III / Senior ExecutiveDual track · variable 8% · reported

Senior Analyst, Specialist III, experienced process or technical professional, Associate Team Lead

2–5 years

●●○○○○○○○○○○

Entry / Analyst I / Process ExecutiveDual track · variable 5% · reported

Trainee, Analyst I, Process Executive, junior plant or shared-services professional, front-line coordinator

0–2 years

●○○○○○○○○○○○

Analytical ladder — Org Level 5 through Org Level 2

Vice President / Regional LeaderManagement · variable 60% · modeled

Vice President, Regional President, major-business or global-function leader, with a rare enterprise fellow on the technical side

18–25 years

●●●●●●●●○○○○

Senior Director / Function LeaderDual track · variable 42% · modeled

Global subject-matter authority, chief architect, senior portfolio or risk leader, Senior Director and regional functional head

15–22 years

●●●●●●●○○○○○

Director / Area LeaderDual track · variable 30% · modeled

Enterprise expert, senior architect, strategic trading or risk authority, Director and country or large-site functional head

12–18 years

●●●●●●○○○○○○

Associate Director / DGM / Manager IIIDual track · variable 22% · modeled

Distinguished domain lead, enterprise solution lead, Deputy General Manager, Manager III and small-function leader

10–16 years

●●●●●○○○○○○○

Executive Management Team — Analytical Org Level 1

SVP / EVP / Executive Management TeamExecutive · variable 115% · modeled

Senior Vice President, Executive Vice President, Chief Financial Officer, Co-Chief Operating Officer, Chief Legal Officer and other Executive Management Team members

20+ years

●●●●●●●●●●●●

Disclosed executive layer

Chief Executive Officer

Gregory Heckman, also a Board member

Fully disclosed in the proxy: $1.4 million salary, a 180 percent annual incentive target, a $13.0 million target long-term incentive and the pay ratio.

Co-Chief Operating Officers

Julio Garros and David Mattiske, the latter appointed with the Viterra combination

Named executive officers with full Summary Compensation Table disclosure, including Garros's international-assignment support and Mattiske's 37,383-share sign-on award.

Functional chiefs

John Neppl as Chief Financial Officer and Joseph Podwika as Chief Legal Officer and Corporate Secretary

Named executive officers with disclosed salary, annual incentive target and long-term incentive target.

Executive Management Team, non-named

Senior and executive vice presidents and business or regional presidents outside the named group

No compensation table exists for this layer. Section 16 Forms 4 disclose share movements only, and the B9 envelope is a model around the named-executive disclosures.

Board of Directors

Non-employee directors, including the Independent Chair

Retainers, committee fees and a $200,000 annual restricted stock unit grant are disclosed. This is a governance package, not an employment band.

VerifiedOnly the named executive rows and the board package carry a company disclosure. Bands B1 to B4 rest on observed Org Levels from official postings and B5 to B9 are analytical.

Track divergence

B1 to B2

Cash is the whole package. Targets are 5 and 8 percent of base and no standard annual equity grant is evidenced at either level, so a Bunge offer here is base plus a small bonus and nothing else.

B3 to B4

The technical and management variants of the same Org Level pay alike, so the choice is scope rather than money. Equity appears only as ad hoc recognition worth a modeled $0 to $15,000, never as an assumed annual grant.

B5 to B7

Equity starts to matter and becomes the main source of dispersion. Annualized selective grants move from a $5,000 to $40,000 envelope at B5 to $75,000 to $250,000 at B7, while incentive targets climb from 22 to 42 percent of base.

B8 and above

The package inverts. At B8 the modeled equity envelope alone exceeds base salary, and at the Executive Management Team tier the disclosed long-term incentive target is two to four times salary before the annual incentive is counted.

Hierarchy qualifications and legacy structures

Official Bunge postings reveal Org Levels 9, 8, 7 and 6 and no more. Anything above Level 6 in this report is an analytical construction, and Bunge has never published a Level 5 to chief executive ladder.
Local job titles are not reliable indicators of global level. An India posting titled Associate Manager RTR mapped to a global Senior Analyst at Org Level 9, so title-only comparisons will misclassify seniority in both directions.
The 2025 Viterra combination brought large legacy workforces in Canada and Australia with their own titles and operational grades. Bunge has published no harmonised crosswalk, so a Viterra manager, a Bunge Org Level 7 and an India Deputy General Manager should not be assumed equivalent.
Career families include plant and terminal operations, origination, trading, risk, corporate functions, food and ingredients, engineering, technology and shared services. These carry different market premiums inside one nominal level, and a trader and a plant supervisor at the same band will not price the same.
The chief executive row is deliberately absent from the ladder. It is a single worldwide number that would drag every offshore market's factor towards parity if it were interpolated, so it is carried in the executive section instead.
The Executive Management Team row is excluded from the range chart because proxy-derived executive values compress the scale for every employee band below them.

Peer-level mapping

Band	Archetype	Peer mapping	Caveat
B1	Entry / Analyst I / Process Executive	Entry, P1 or Grade 1 to 2 at a diversified industrial or agribusiness peer	Local titles overstate level: an India posting titled Associate Manager RTR mapped to this global scope.Official Bunge Org Level 9 postings plus Glassdoor, PayScale and Comparably United States observations.
B2	Senior Analyst / Specialist III / Senior Executive	P2, Senior Analyst or Grade 3 at a diversified industrial or agribusiness peer	Org Level 8 is observed on official operations and process postings but carries no published salary range.Official Bunge Org Level 8 postings cross-checked against United States salary observations.
B3	Senior Professional / Principal Consultant / Manager I	P3, M1 or Grade 4 to 5 at a diversified industrial or agribusiness peer	Org Level 7 appears on official safety and technology postings; the management and technical variants pay alike.Official Bunge Org Level 7 postings; equity shown is the midpoint of a modeled $0 to $5,000 selective grant.
B4	Lead Professional / Manager II / Senior Manager	P4, M2 or Grade 6 at a diversified industrial or agribusiness peer	Org Level 6 is observed on an official Senior Manager Customer Service posting and is the highest level Bunge exposes publicly.Official Bunge Org Level 6 postings and the Oakville Reliability Manager range of C$117,012 to C$146,265.
B5	Associate Director / DGM / Manager III	P5, M3 or Grade 7 at a diversified industrial or agribusiness peer	No public Bunge grade map exists above Org Level 6; DGM titles are observed in India and used as an orientation anchor.Modeled from United States director and senior-manager observations; equity is the midpoint of a $5,000 to $40,000 selective envelope.
B6	Director / Area Leader	Director or Grade 8 at a diversified industrial or agribusiness peer	Anchored to observed United States director pay and official senior-manager postings rather than a published Bunge grade.Modeled from United States director observations; equity is the midpoint of a $25,000 to $100,000 selective envelope.
B7	Senior Director / Function Leader	Senior Director or Grade 9 at a diversified industrial or agribusiness peer	Public title and salary observations support the envelope, not an official grade or a Bunge-published range.Modeled envelope; equity is the midpoint of a $75,000 to $250,000 selective annual value where eligible.
B8	Vice President / Regional Leader	Vice President or Grade 10 at a diversified industrial or agribusiness peer	United States vice-president observations anchor the cash; equity eligibility below the named executives is selective and undisclosed.Modeled envelope; equity is the midpoint of a $250,000 to $1,000,000 annual value where the committee selects the role.
B9	SVP / EVP / Executive Management Team	C-suite and Section 16 officer at a diversified industrial or agribusiness peer	Only the named executives are disclosed. The band widens the disclosed proxy figures to cover non-named Executive Management Team roles.2026 proxy statement: named executive salaries of $437,430 to $886,200 and target long-term incentive values of $1.75 million to $3.5 million.

Critical evidence warning

Bunge does not publish a complete worldwide grade structure, a salary grid, an appraisal scale, a universal merit cycle, a broad equity eligibility threshold, an attrition rate or a country-by-country benefits handbook. Everything below the named executive officers on this page is either a third-party observation, an official job posting or a calibrated model around one, and none of it should be quoted back as a Bunge salary band or offer.

Compensation by Band — St. Louis / Chesterfield

Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus St. Louis. Total equals base plus bonus plus annualized equity.

Band	Title	Base	Variable	Total TC	Equity
B1	Entry / Analyst I / Process Executive 0–2 years · reported	$52K – $70K	5%	$64K $54K – $74K	—
B2	Senior Analyst / Specialist III / Senior Executive 2–5 years · reported	$75K – $101K	8%	$95K $81K – $109K	—
B3	Senior Professional / Principal Consultant / Manager I 5–9 years · reported	$99K – $133K	12%	$132K $113K – $152K	$3K
B4	Lead Professional / Manager II / Senior Manager 8–13 years · reported	$123K – $167K	18%	$179K $152K – $205K	$8K
B5	Associate Director / DGM / Manager III 10–16 years · modeled	$155K – $209K	22%	$245K $208K – $281K	$23K
B6	Director / Area Leader 12–18 years · modeled	$196K – $265K	30%	$362K $307K – $416K	$63K
B7	Senior Director / Function Leader 15–22 years · modeled	$242K – $328K	42%	$567K $482K – $652K	$163K
B8	Vice President / Regional Leader 18–25 years · modeled	$285K – $385K	60%	$1.16M $987K – $1.34M	$625K
B9	SVP / EVP / Executive Management Team 20+ years · modeled	$701K – $949K	115%	$4.40M $3.74M – $5.06M	$2.63M

Official contact and careers pages · all band cells modeledReportedModeledVerifiedBase and total use a plus or minus 15 percent planning envelope around the median; equity uses plus or minus 25 percent. Anchor totals are base plus target incentive plus annualized equity, with no employer benefit load included.

Benchmark your level

Total Compensation Range by Band

Total compensation in St. Louis / Chesterfield across the employee bands. Proxy-disclosed executive cohorts are excluded so the employee bands stay readable.

Global Footprint & Pay Arbitrage

Bunge operates in more than 50 countries with a workforce that current official materials size at both approximately 34,000 and approximately 37,000 after the Viterra combination. St. Louis and Chesterfield is the pay anchor, and every other market is calibrated against that median with a seniority convergence that narrows offshore gaps sharply towards the top of the ladder.

~34,000–37,000

Employees, from two conflicting official references

50+

Countries of operation

Markets modelled in this report

$70.33B

FY2025 net sales

Office and market catalogue — calibration factors versus St. Louis

Location	Likely office profile	Presence	Base	TC
St. Louis / Chesterfield United States · USD	Global corporate headquarters: executive, commercial, risk and technology	Official contact and careers pages	1.00×	1.00×
Decatur United States · USD	Oilseed processing and engineering site with a heavy plant role mix	Official careers postings	0.93×	0.93×
Destrehan United States · USD	Gulf export terminal and processing complex	Regional operating footprint	0.95×	0.95×
Chicago United States · USD	Trading, clearing and commercial benchmark market	Official senior clearing-operations posting	1.08×	1.08×
Regina Canada · CAD	Viterra integration centre and Canadian grain network hub	Post-merger major operating hub	0.80×	0.80×
Oakville / Hamilton Canada · CAD	Ontario industrial and corporate site	Official Reliability Manager posting at C$117,012 to C$146,265	0.89×	0.89×
Geneva Switzerland · CHF	Registered office and international trading headquarters	Registered office of Bunge Global SA	1.04×	1.04×
Rotterdam Netherlands · EUR	Trading, logistics and operations hub for Europe	Official postings disclosing bonus, pension and 27 days leave	0.82×	0.82×
Hamburg Germany · EUR	Commercial, logistics and operations centre	German market benchmark	0.84×	0.84×
Barcelona Spain · EUR	Commercial base for food and ingredients	Regional commercial site	0.66×	0.66×
Ravenna Italy · EUR	Industrial processing site on the Adriatic	Postings at €39,950 trainee and €50,000 to €60,000 production manager	0.63×	0.63×
London United Kingdom · GBP	Trading, commercial and finance market	Premium market; Bunge publishes no local range	0.92×	0.92×
Budapest Hungary · HUF	Shared services and regional support centre	Regional support footprint	0.42×	0.42×
Warsaw Poland · PLN	Regional support and commercial office	Official posting confirming base plus bonus and benefits	0.41×	0.41×
Kropyvnytskyi / Mykolaiv Ukraine · UAH	Origination, silos, ports and industrial operations	Major operating footprint	0.20×	0.20×
São Paulo Brazil · BRL	Brazil corporate and commercial hub	Public salary samples span plant roles through coordinators	0.18×	0.18×
Santos Brazil · BRL	Port and export logistics with a coastal market premium	Major port operating site	0.16×	0.16×
Buenos Aires Argentina · ARS	Argentine corporate and commercial centre	Major country office	0.15×	0.15×
Rosario Argentina · ARS	Origination, trading and processing in the Santa Fe crush belt	Major agricultural hub	0.13×	0.13×
Mexico City Mexico · MXN	Corporate and commercial centre for Mexico	Major country office	0.29×	0.29×
Asunción Paraguay · PYG	Origination and commercial base	Major country office; FX rate is indicative	0.19×	0.19×
Montevideo Uruguay · UYU	Corporate, commercial and logistics centre	Major country office; FX rate is indicative	0.30×	0.30×
Melbourne Australia · AUD	Corporate, commercial and post-merger integration hub	Public salary observations for HR, IT, trainee and grain roles	0.84×	0.84×
Adelaide Australia · AUD	Viterra grain network hub and largest post-merger operating centre	Legacy Viterra headquarters city	0.76×	0.76×
Perth Australia · AUD	Western Australia grain operations and corporate site	Post-Viterra operational footprint	0.82×	0.82×
Singapore Singapore · SGD	Asia headquarters and trading centre	Official regional headquarters	0.84×	0.84×
Shanghai China · CNY	China commercial and corporate hub	Major country office	0.33×	0.33×
Tokyo Japan · JPY	Commercial and trading office in a premium pay market	Significant country office	0.94×	0.94×
Mumbai India · INR	India headquarters for corporate and commercial roles	India leadership site with a corporate market premium	0.12×	0.12×
Mohali India · INR	Shared services and process operations centre	Best public India salary sample, Process Executive to Project Manager	0.10×	0.10×

Bunge publishes no city-level employee counts, so this catalogue does not rank offices by headcount. The most defensible major hubs are Chesterfield and St. Louis, Geneva, São Paulo, Mumbai and Mohali, Rotterdam and Zaandam, Singapore and, after the Viterra combination, Adelaide and Regina with their associated grain networks.

St. Louis anchor medians — the basis of every modeled cell

Band	Base	Stock	Bonus	Total
B1 · Entry / Analyst I / Process Executive	$61K	$0	$3K	$64K
B2 · Senior Analyst / Specialist III / Senior Executive	$88K	$0	$7K	$95K
B3 · Senior Professional / Principal Consultant / Manager I	$116K	$3K	$14K	$132K
B4 · Lead Professional / Manager II / Senior Manager	$145K	$8K	$26K	$179K

The St. Louis and Chesterfield column is the anchor. B1 to B4 medians come from official Bunge postings carrying Org Levels 9 to 6, cross-checked against Glassdoor, PayScale and Comparably records; B5 to B9 are modeled from United States director, vice-president and proxy observations.
Mohali carries the best public India sample in the bundle, spanning Process Executive through Project Manager, and it is the reference point for the Indian calibration rather than Bangalore, which the source treats as a comparator with no confirmed major Bunge site.
Melbourne, Adelaide, Perth and Geelong rest on Australian salary observations for human resources, information technology, trainee, terminal operator and grain roles, several of them from legacy Viterra listings.
Rotterdam, Ravenna, Warsaw and Oakville each have at least one official posting that discloses pay or benefit terms, which is why they sit above pure model status; Ravenna postings ran €39,950 for a trainee and €50,000 to €60,000 for a production manager.
Chicago is included as a trading and clearing benchmark on the strength of an official senior clearing-operations salary posting rather than as a headcount hub.

Model rules

Every modeled cell is the St. Louis median multiplied by the city base or total factor and then by the 25 August 2026 foreign-exchange snapshot.
Total compensation here is base plus target annual incentive plus annualized equity. The source bundle also added an 8 to 30 percent employer benefit load to its own totals; that load is employer cost rather than pay and has been stripped so the components reconcile to the total.
Geographic compression is level-dependent, so each non-anchor market carries a junior factor and a senior factor and every band in between is interpolated. Mohali base runs at 0.10 times the anchor at B1 and 0.79 times at the Executive Management Team tier; São Paulo runs 0.18 to 0.96.
Total compensation converges faster than base because senior equity is denominated in United States dollars and granted globally, while junior cash tracks the local labour market.
Argentine peso, Hungarian forint, Paraguayan guarani, Uruguayan peso, Vietnamese dong, Indonesian rupiah, Colombian peso and United Arab Emirates dirham conversions use indicative working rates rather than same-day IMF representative rates and should be refreshed before decision use.
Port and terminal sites such as Santos, Paranaguá and Puerto General San Martín can carry shift, hazard and collective-bargaining premiums that the model does not quantify.

Benchmark your pay

Variable Pay & Annual Cash Incentive

Bunge discloses its executive Annual Incentive Plan in detail and discloses nothing about employee bonus targets. The named executive targets, payout percentages and plan caps below are company disclosures; the band targets are modeled and should never be quoted as a Bunge plan.

Band	Target	Mechanism	Recent payout
B1 Entry / Analyst I / Process Executive	5% of base	Annual cash incentive on a company, business and individual mix; no published formula below the executive tier.	Not publicly disclosed
B2 Senior Analyst / Specialist III	8% of base	Annual cash incentive on a company, business and individual mix; no published formula below the executive tier.	Not publicly disclosed
B3 Senior Professional / Manager I	12% of base	Annual cash incentive on a company, business and individual mix; no published formula below the executive tier.	Not publicly disclosed
B4 Lead Professional / Senior Manager	18% of base	Annual cash incentive on a company, business and individual mix; Netherlands and Canada postings confirm a bonus exists without naming a target.	Not publicly disclosed
B5 Associate Director / DGM	22% of base	Annual cash incentive with a larger business-result weighting than the bands below.	Not publicly disclosed
B6 Director / Area Leader	30% of base	Annual cash incentive with a larger business-result weighting than the bands below.	Not publicly disclosed
B7 Senior Director / Function Leader	42% of base	Annual cash incentive weighted towards enterprise and regional financial results.	Not publicly disclosed
B8 Vice President / Regional Leader	60% of base	Annual cash incentive weighted towards enterprise and regional financial results.	Not publicly disclosed
B9 SVP / EVP / Executive Management Team	115% of base	Annual Incentive Plan on financial and individual scorecards, certified after year-end and paid the following March.	2025 named executive outcomes ranged from 100% to 163% of target
CEO Chief Executive Officer	180% of base	Annual Incentive Plan on financial and individual scorecards, with an overall range of 0 to 240 percent of target.	163% of target for 2025, after 170% for 2024

ModeledVerifiedThe 2025 Annual Incentive Plan could pay 0 to 240 percent of target. Financial goals can pay up to 250 percent and individual goals up to 200 percent, and the plan weighting and caps produce the 240 percent overall maximum. The performance year closes on 31 December, awards are certified by the Human Resources and Compensation Committee and the 2025 awards were paid in March 2026. Christos Dimopoulos received $2,209,961 under a transition arrangement with no 2025 target percentage disclosed, so he is excluded from the outcome table above. Target dollar amounts shown are implied from the disclosed payout and attainment because several 2025 salaries were prorated by mid-year appointments.

Executive incentive targets — percent of salary

Chief Executive Officer

180% of base salary

On a $1.4 million salary that is a $2.52 million target. The plan maximum is 240 percent of target.

Chief Financial Officer

125% of base salary

John Neppl on a $800,007 salary, paid at 153 percent of target for 2025 after 174 percent for 2024.

Co-Chief Operating Officer

150% of base salary

Julio Garros, paid at 163 percent of target for 2025 on a partly prorated salary base.

Co-Chief Operating Officer, post-Viterra

150% of base salary

David Mattiske, appointed on the 2 July 2025 closing, paid at 100 percent of target on an annualized target basis.

Chief Legal Officer and Corporate Secretary

75% of base salary

Joseph Podwika on a $625,000 salary, paid at 138 percent of target for 2025 after 153 percent for 2024.

Named-executive outcomes

Executive	Target	Paid	Attainment
Gregory Heckman	$2,523,092	$4,112,640	163% of target
John Neppl	$1,001,307	$1,532,000	153% of target
Julio Garros	$1,153,376	$1,880,003	163% of target
David Mattiske	$1,337,922	$1,337,922	100% of target
Joseph Podwika	$468,071	$645,938	138% of target

Employee payout timing and history

Bunge publishes no bonus target grid by level, no employee payout history and no companywide formula. The March 2026 executive payment date does not establish a universal employee bonus calendar, and no evidence of a monthly or quarterly employee variable-pay schedule was found. Bunge has also never described how legacy Viterra bonus plans were converted or harmonised, so any assumption that Canada and Australia moved straight onto the historical Bunge scorecard is unsupported.

Sales and special incentives

Bunge is an agribusiness rather than a quota-carrying software seller, and it discloses no commission rates, accelerators or draw arrangements. Origination and merchandising roles that do carry commercial targets are modeled at the same band targets as their level peers, which will understate on-target earnings for traders and originators whose pay is tied to book performance.

Negotiate your bonus

Equity — RSUs, PSUs, Options & ESPP

Bunge is a Swiss-domiciled, NYSE-listed issuer, so employee equity means restricted stock units and performance units granted at committee discretion rather than a broad employee stock ownership plan. There is no discounted all-employee purchase plan, and the Indian ESOP trust, BSE and NSE allotment and SEBI frameworks do not apply to Bunge Global SA.

Bunge 2024 Long-Term Incentive Plan

Active; adopted 25 March 2024 and approved by shareholders on 15 May 2024

Verified

Authorises options, restricted stock units, stock appreciation rights, performance units and other stock or cash awards for key employees, consultants and independent contractors selected by the committee. The plan terminates before its tenth anniversary unless ended earlier. Executive practice is a three-year performance period for performance units and a three-year cliff for time-based units.

Reserve: 5.0 million shares authorised; current utilisation is not publicly resolved

2024 Long-Term Incentive Plan Exhibit 10.1 and the Form S-8 filed 27 August 2024

Bunge 2017 Non-Employee Directors Equity Plan

Active for board awards

Verified

Permits options, stock appreciation rights, restricted stock units and other awards, though restricted stock units are what is actually used. Annual director grants generally vest at the next annual general meeting subject to continued service, and dividend equivalents accrue on outstanding units.

Reserve: 217,564 shares subject to awards at 31 December 2025 including dividend equivalents; the remaining reserve is not stated

2026 proxy statement

Legacy 2016 Equity Incentive Plan

Closed to new grants after 15 May 2024

Verified

Outstanding legacy awards continue under their original terms for prior participants only. Disclosed legacy options include Gregory Heckman awards at a $53.43 exercise price expiring in 2029 and at $42.76 expiring in 2030, plus a John Neppl award at $42.76 expiring in 2030.

Reserve: Residual awards only; no new grants may be made

2026 proxy statement

Bunge Retirement Savings Plan share funds

Active retirement investment option, not an equity award

Verified

Eligible United States plan participants may direct their retirement contributions into Bunge share funds. There is no discounted purchase, no company grant and no vesting schedule attached, so it should not be described as an employee stock ownership plan.

Reserve: Not an equity pool

Bunge Retirement Savings Plan documents and Form 11-K

Executive deferred compensation plan

Active for eligible high-paid employees

Verified

The 2025 eligibility threshold was a base salary of at least $350,000. Participants may defer a portion of salary and up to 100 percent of their annual incentive award.

Reserve: Deferral vehicle rather than a share reserve

2026 proxy statement

The 2024 plan authorises a maximum of 5.0 million shares, but no grant and forfeiture roll-forward sufficient to calculate current utilisation was extractable from the public filings, so the utilisation rate is explicitly unresolved rather than estimated.
No broad all-employee employee stock purchase plan, discounted share scheme or universal grant was found in any reviewed source. Equity is a committee selection, and the plan text says so directly.
United States retirement-plan Bunge share funds are participant-directed investments. Counting them as employee equity would double-count a retirement benefit as a pay component.
Because eligibility below the named executives is undisclosed, every equity figure in bands B3 to B8 is a modeled envelope of what a selected employee might receive, not an entitlement that comes with the level.

Equity plan capacity and 2025 grant activity

5.0M

Shares authorised under the 2024 plan

Utilisation against this reserve is not publicly resolved.

60 / 40

2025 executive mix of performance to time-based units

Performance units split evenly between three-year cumulative EPS and average adjusted return on invested capital.

±25%

Relative shareholder return modifier on performance units

Applied on top of the financial result, with an overall payout cap of 200 percent of target.

$13.0M

2025 chief executive target long-term incentive value

Delivered as 106,339 target performance units and 70,892 time-based units granted on 15 March 2025.

217,564

Director shares subject to awards at 31 December 2025

Includes accrued dividend equivalents on outstanding restricted stock units.

Vesting — common reported employee schedule

Grant date

+Award granted; nothing vests. · annual tranche

Year 1

+Time-based units remain unvested; dividend equivalents accrue as additional units. · annual tranche

Year 2

+Performance period and service condition continue. · annual tranche

Year 3

100%

+Time-based units cliff-vest and performance units vest after the committee certifies results. · annual tranche

Year 4

100%

+Post-vest and settled status; there is no fourth tranche. · annual tranche

This is a three-year cliff, not the four-year monthly or quarterly schedule common in technology. Time-based units granted on 15 March 2025 generally vest in a single instalment on 15 March 2028, and performance units generally vest on the third anniversary once performance is certified. Leaving before the cliff forfeits the whole award rather than a remaining fraction of it.

Eligibility by hierarchy level

Bands B1 and B2 have no standard annual grant evidenced at all. Any equity at these levels would be ad hoc recognition that the business chose to give and that Bunge does not publish.
Bands B3 and B4 are selective and exceptional only, modeled at $0 to $5,000 and $0 to $15,000 of annual value, conditioned on critical skill, retention, promotion or special recognition.
Bands B5 and B6 are selective leadership and key-employee grants modeled at $5,000 to $40,000 and $25,000 to $100,000, annual or ad hoc depending on the role.
Bands B7 and B8 are likely for designated senior leaders, modeled at $75,000 to $250,000 and $250,000 to $1,000,000, typically annual where eligible but never universally disclosed.
Only the Executive Management Team tier carries a disclosed annual programme, generally granted in the first quarter and subject to recoupment and share-ownership policies.

Indicative annual grant value by band — St. Louis / Chesterfield

Band	Annual value (USD)	Median	Shares at $111.71
B3 · Senior Professional / Principal Consultant / Manager I	$2K – $3K	$3K	~17–28
B4 · Lead Professional / Manager II / Senior Manager	$6K – $9K	$8K	~50–84
B5 · Associate Director / DGM / Manager III	$17K – $28K	$23K	~151–252
B6 · Director / Area Leader	$47K – $78K	$63K	~420–699
B7 · Senior Director / Function Leader	$122K – $203K	$163K	~1,091–1,818
B8 · Vice President / Regional Leader	$469K – $781K	$625K	~4,196–6,994
B9 · SVP / EVP / Executive Management Team	$1.97M – $3.28M	$2.63M	~17,624–29,373

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $111.71 reference price at 25 August 2026 close and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Executive	Target	Units / structure
Gregory Heckman Chief Executive Officer	$13.0M	106,339 target performance units and 70,892 time-based units granted 15 March 2025
David Mattiske Co-Chief Operating Officer	$3.5M plus a sign-on award	28,629 performance units and 19,086 time-based units, plus 37,383 sign-on time-based units granted on the 2 July 2025 closing
Julio Garros Co-Chief Operating Officer	$3.5M	28,629 target performance units and 19,086 time-based units granted 15 March 2025
John Neppl Chief Financial Officer	$3.25M	26,584 target performance units and 17,723 time-based units granted 15 March 2025
Joseph Podwika Chief Legal Officer and Corporate Secretary	$1.75M	14,314 target performance units and 9,543 time-based units granted 15 March 2025
Christos Dimopoulos Former Co-President, Agribusiness	$2.0M	16,359 target performance units and 10,906 time-based units granted 15 March 2025

VerifiedThere is no Bunge employee stock purchase plan. No discounted purchase scheme, lookback, payroll-deduction share plan or universal employee grant appears in any reviewed source, and the United States retirement-plan share funds are participant-directed investments rather than a purchase discount. For most Bunge employees the equity line of an offer is genuinely zero, which makes the base and bonus components the whole negotiation.

Benchmark your equity

Executive Compensation

Six named executive officers appear in the 2026 proxy for the 2025 year, the first full disclosure to reflect the Viterra combination. Two of the six totals are distorted by one-time items: David Mattiske's by a Viterra retention award and Julio Garros's by international-assignment support and a tax gross-up.

CEO total — Gregory Heckman

$18.95M

Stock awards are 67.4% of the reported total; salary 7% and non-equity incentive 22%

22%

67%

Salary $1.40M

Incentive $4.11M

Equity $12.77M

Salary$1,400,000

Non-equity annual incentive$4,112,640

Stock awards$12,767,722

All other compensation$665,117

Reported total$18,945,479

Reading the package

Salary was 7.4 percent of the reported total, the annual incentive 21.7 percent, stock awards 67.4 percent and all other compensation 3.5 percent. The stock figure is a grant-date accounting value rather than money received: Heckman's shares that actually vested during 2025 were 83,998 units worth $8,326,377, roughly two thirds of the reported grant value. All other compensation includes financial-wellness benefits and personal aircraft use disclosed in the proxy.

CEO-to-median-employee ratio

252:1

Median employee $75,124 · Bunge applied a cost-of-living adjustment to the median employee's pay, producing a $75,124 median and a 252 to 1 ratio. Without that adjustment the disclosed ratio is 499 to 1, which implies an unadjusted median near $37,967. About 13,794 Viterra employees were excluded from the population under SEC transition relief, so the 2025 ratio is a legacy-Bunge workforce measure rather than a combined-company one..

Peer CEO comparison

Tyson Foods · Donnie King · FY2025$34.47M

Peer proxy statement, derived

Archer-Daniels-Midland · Juan Luciano · FY2025$23.89M

Peer proxy statement, derived

Bunge Global · Gregory Heckman · FY2025$18.95M

2026 proxy statement, disclosed

Corteva · Chuck Magro · FY2025$17.50M

Peer proxy summary; verify against the full filing

Ingredion · James Zallie · FY2025$12.93M

Peer proxy statement, derived

Bunge sits below Tyson Foods and Archer-Daniels-Midland, above Ingredion and close to Corteva on reported 2025 total compensation. Single-year rankings in this set are volatile because grant-date equity valuations and one-time awards move the totals more than salary or bonus do, and the Corteva figure comes from a proxy summary rather than the full filing.

Named Executive Officers & Board

Leadership changed shape with the Viterra combination: the transaction created a co-chief-operating-officer structure, brought David Mattiske into the named executive group from 2 July 2025 and moved Christos Dimopoulos into an executive transition.

Gregory Heckman · Chief Executive Officer$18.95M

Salary $1.40M · Cash incentive $4.11M · Stock $12.77M · Other $665K · Equity 67.4%

David Mattiske · Co-Chief Operating Officer, post-Viterra$16.69M

Salary $437K · Cash incentive $1.34M · Stock $14.44M · Other $476K · Equity 86.5%

Julio Garros · Co-Chief Operating Officer$7.90M

Salary $722K · Cash incentive $1.88M · Stock $3.44M · Other $1.86M · Equity 43.5%

John Neppl · Chief Financial Officer$5.73M

Salary $800K · Cash incentive $1.53M · Stock $3.19M · Other $205K · Equity 55.7%

Christos Dimopoulos · Former Co-President, Agribusiness, in executive transition$5.23M

Salary $886K · Cash incentive $2.21M · Stock $1.96M · Other $165K · Equity 37.6%

Joseph Podwika · Chief Legal Officer and Corporate Secretary$3.14M

Salary $625K · Cash incentive $646K · Stock $1.72M · Other $151K · Equity 54.7%

Read the two outlier totals carefully. David Mattiske's $16.69 million is dominated by $14.44 million of stock, which includes a 37,383-unit sign-on award tied to the Viterra combination on top of his $3.5 million annual target, so it is not a steady-state co-chief-operating-officer package. Julio Garros's $1.86 million of other compensation is international-assignment support covering housing, education, cost of living and a large tax gross-up, and it should not be generalised to ordinary expatriate terms. Christos Dimopoulos's row reflects a transition arrangement with no disclosed 2025 incentive target.

Board compensation framework

Element	Amount	Notes
Annual cash retainer	$150,000	Paid to each non-employee director.
Annual equity grant	$200,000	Granted as restricted stock units that generally vest at the next annual general meeting.
Independent Chair supplemental retainer	$175,000	Paid in addition to the standard annual cash retainer.
Audit Committee member	$10,000	Annual committee service fee.
Audit Committee chair	$25,000	Annual chair fee for the Audit Committee.
Other committee chair	$20,000	Annual chair fee for any other standing committee.
Excess meeting fee	$1,000	Per meeting beyond the standard schedule.
Share ownership guideline	5x retainer, or $750,000	Directors are expected to hold five times the annual cash retainer in Bunge shares.

A full-year non-employee director package is roughly $350,000 before committee fees, split between a $150,000 cash retainer and a $200,000 restricted stock unit grant. This is a governance arrangement rather than an employment band and is excluded from the pay ladder.

Regional heads and other officers

Executive Management Team members who are not named executive officers get no compensation table at all. Their existence is visible only through Section 16 Forms 4, so the B9 band in this report is an envelope built around the disclosed named-executive figures rather than a reading of anyone's actual package.

Insider Trades — SEC Forms 3/4/5

Bunge insider activity runs through SEC Forms 4. The Indian promoter, BSE and NSE insider-trading and SEBI takeover frameworks do not apply to Bunge Global SA. Most of what looks like selling on 15 March 2026 is tax withholding on vesting units rather than a discretionary market sale.

Date	Person	Transaction	Shares	Price	Value
2026-03-15	Gregory Heckman Chief Executive Officer	Settlement Restricted and performance stock units settled into shares on the annual vesting date.	41,414	—	$0
2026-03-15	Gregory Heckman Chief Executive Officer	Withholding Shares withheld to cover tax on the settlement, not an open-market sale.	38,856	$125.63	$4.88M
2026-03-15	Gregory Heckman Chief Executive Officer	Award New annual restricted stock unit grant, valued at the report-date share price of $111.71.	41,391	—	$4.62M
2026-03-15	Julio Garros Co-Chief Operating Officer	Settlement Restricted and performance stock units settled into shares on the annual vesting date.	7,811	—	$0
2026-03-15	Julio Garros Co-Chief Operating Officer	Withholding Shares withheld to cover tax on the settlement, not an open-market sale.	4,576	$125.63	$575K
2026-03-15	Julio Garros Co-Chief Operating Officer	Award New annual restricted stock unit grant, valued at the report-date share price of $111.71.	11,143	—	$1.24M
2026-03-15	Joseph Podwika Chief Legal Officer and Corporate Secretary	Settlement Restricted and performance stock units settled into shares on the annual vesting date.	5,858	—	$0
2026-03-15	Joseph Podwika Chief Legal Officer and Corporate Secretary	Withholding Shares withheld to cover tax on the settlement, not an open-market sale.	5,074	$125.63	$637K
2026-03-15	Joseph Podwika Chief Legal Officer and Corporate Secretary	Award New annual restricted stock unit grant, valued at the report-date share price of $111.71.	5,571	—	$622K
2026-03-03	Gregory Heckman Chief Executive Officer	Award Dividend-equivalent units credited on outstanding awards rather than a purchase.	1,006	$117.00	$118K
2026-05-20	Anne Jensen Non-employee director	Award Annual director restricted stock unit grant vesting at the 2027 annual general meeting.	1,654	—	$185K
2026-06-01	Gregory Heckman Chief Executive Officer	Award Dividend-equivalent units credited on outstanding awards rather than a purchase.	927	$127.00	$118K
2026-06-01	Julio Garros Co-Chief Operating Officer	Award Dividend-equivalent units credited on outstanding awards rather than a purchase.	237	$127.00	$30K

Reading guide

March dispositions are tax, not sentimentThe 15 March 2026 dispositions at $125.63 were share withholdings on the same day units settled. Reading them as bearish open-market selling misreads the filings.

2025 vested value versus reported payShares that actually vested in 2025 were worth $8,326,377 for Heckman, $9,951,512 for Mattiske, $1,963,337 for Neppl, $1,947,462 for Dimopoulos, $1,570,223 for Garros and $1,177,508 for Podwika.

Options are almost dormantThe only option activity reported for 2025 was Christos Dimopoulos exercising 5,300 options for $234,855 of realized value. Legacy Heckman and Neppl options remain outstanding at $53.43 and $42.76.

Dividend equivalents quietly add unitsOutstanding awards accrue additional units when Bunge pays a dividend, so an executive's unit count grows between grant and vest without any new grant decision.

No Indian regulatory overlayThere is no listed Indian parent, promoter group or SEBI takeover framework for Bunge shares. SEC Forms 4 are the complete insider record.

Benchmark your package

Benefits & Perks

Bunge publishes no global benefits handbook, so the picture below is assembled from official job postings, the proxy statement and the statutory frameworks that apply in each market. Where a country has no company-level disclosure, that is stated rather than filled in from a peer.

United States

Retirement — 100% match on the first 3%, 50% on the next 2%, plus a fixed 5% employer contribution. Disclosed for eligible salaried and non-union hourly employees. A participant contributing 5 percent receives an effective 4 percent match on top of the 5 percent non-elective contribution. [official]
Health and protection — Medical, dental, vision, life, short- and long-term disability, HSA and FSA. Advertised on current Bunge job postings. Carriers, coverage levels and the employer premium split are not published. [official]
Leave — 25, 30 or 35 paid time off days by length of service. From a senior United States posting. The service thresholds that move an employee between the three tiers are not published. [official]
Family — Six weeks paid parental leave plus fertility support. Advertised alongside an employee assistance programme on the same senior posting; eligibility rules across employee groups are not confirmed. [official]
Development — Up to $5,000 tuition reimbursement. Advertised on a current posting. Whether it applies across all United States employee groups is not confirmed. [official]
Deferral — Deferred compensation plan above a $350,000 base salary. The 2025 eligibility threshold. Participants may defer part of salary and up to 100 percent of the annual incentive award. [official]

Global programs

Executive benefits — Financial-wellness benefits and personal aircraft use for the chief executive. Disclosed in the 2026 proxy inside all other compensation. [official]
International assignment — Housing, education, cost-of-living support and tax gross-up. Julio Garros received this package in 2025, worth most of his $1.86 million of other compensation. It is assignment-specific and should not be read as a standard expatriate policy. [official]
Deferral — Deferred compensation for eligible high-paid employees. The 2025 threshold was $350,000 of base salary, with up to 100 percent of the annual incentive deferrable. [official]
Learning and mobility — No single globally applicable public policy. Learning platforms, employee assistance, hybrid working, certification reimbursement, sabbatical and internal rotation terms were not found in one global source. [npd]
Post-merger harmonisation — Legacy Viterra benefit plans not publicly reconciled. Bunge has published nothing on whether Canadian and Australian legacy plans have been merged into Bunge programmes. [npd]

Benefit fields not publicly quantified

Country benefit providers, insured amounts, employer premium splits and leave policies are almost entirely unpublished at Bunge, which is common for an agribusiness with heavy collective-bargaining and plant populations. Where a row above says not publicly disclosed, no reliable public source existed; it does not mean the benefit is absent.

Performance Review & Pay Progression

Bunge discloses a great deal about how it pays its named executives and essentially nothing about how it reviews and pays everyone else. Executive incentives run through the Human Resources and Compensation Committee on annual company and individual goals with a March post-year-end payout, and executive equity combines a three-year performance period with service conditions under recoupment and share-ownership policies.

Not publicly disclosed

There is no published companywide employee rating scale, and no rating labels appear in any reviewed source.

No bell curve, forced ranking or distribution guidance is disclosed.

No merit-increase matrix mapping a rating to a percentage is published.

No universal promotion timeline or promotion increase percentage is published.

Probation and confirmation rules differ by country and employee group and are not published globally.

Companywide merit-review dates, rating cutoffs, hike effective dates, off-cycle correction rules and market-adjustment rules are all unpublished.

Attrition, overall or quarterly, is not disclosed. Bunge is not an information-technology services issuer that reports attrition as a routine key performance indicator.

Modeled promotion planning timeline

Band	Years to next scope	Promotion hike	Status
B1 · Entry / Analyst I / Process Executive	2–3 years to B2 for a modeled 10 to 18 percent increase	Not disclosed	Modeled planning interval
B2 · Senior Analyst / Specialist III / Senior Executive	2–4 years to B3 for a modeled 10 to 18 percent increase	Not disclosed	Modeled planning interval
B3 · Senior Professional / Principal Consultant / Manager I	3–5 years to B4 for a modeled 12 to 20 percent increase	Not disclosed	Modeled planning interval
B4 · Lead Professional / Manager II / Senior Manager	3–5 years to B5 for a modeled 12 to 22 percent increase	Not disclosed	Modeled planning interval
B5 · Associate Director / DGM / Manager III	3–6 years to B6 for a modeled 15 to 25 percent increase	Not disclosed	Modeled planning interval
B6 · Director / Area Leader	3–6 years to B7 for a modeled 15 to 25 percent increase	Not disclosed	Modeled planning interval
B7 · Senior Director / Function Leader	3–7 years to B8 for a modeled 18 to 30 percent increase	Not disclosed	Modeled planning interval
B8 · Vice President / Regional Leader	Opportunity-based to B9 for a modeled 20 to 40 percent increase plus an equity reset	Not disclosed	Modeled planning interval
B9 · SVP / EVP / Executive Management Team	Board succession event; case-specific	Not disclosed	Modeled planning interval

The only firm calendar point in the public record is executive: the Annual Incentive Plan performance year closes on 31 December, awards are certified after year-end and the 2025 awards were paid in March 2026. Annual executive equity is granted in the first quarter, with the 2025 grants dated 15 March. None of that proves employee salary increases take effect in March, and no reviewed source established a universal Bunge merit-increase, pay-freeze or off-cycle correction announcement for 2024, 2025 or 2026.

Pay progression evidence

Modeled progression, not Bunge policy: B1 to B2 typically takes two to three years for a 10 to 18 percent increase; B2 to B3 two to four years for 10 to 18 percent; B3 to B4 three to five years for 12 to 20 percent; B4 to B5 three to five years for 12 to 22 percent; B5 to B6 three to six years for 15 to 25 percent; B6 to B7 three to six years for 15 to 25 percent; B7 to B8 three to seven years for 18 to 30 percent; and B8 to the Executive Management Team tier is opportunity-based, typically 20 to 40 percent plus a full equity redesign. Movement into the chief executive role is a board succession event and case-specific. No public dataset distinguishes internal promotees from lateral hires at the same Bunge level, so no lateral premium is asserted here.

Negotiate your raise

H-1B / LCA Visa Footprint — United States

Bunge's H-1B footprint is small, concentrated at Chesterfield and split across at least four legal entities that pay very differently. Labour condition applications are Department of Labor wage attestations and prerequisites to a petition, not visa approvals, and one application can cover more than one worker.

Core entity median wage

$130,000

Bunge Management Services across FY2021 to FY2025, on 22 certified applications.

Certified applications, core entity

The reviewed source reports no denied applications for this entity over the five-year window.

Trading entity median wage

$145,550

Bunge Global Markets, FY2025, on 9 certified applications with a $120,000 to $175,000 interquartile range.

Companywide approval rate

Not resolved

No reliable consolidated USCIS petition approval rate across all Bunge legal entities could be established.

Dataset summary

Dataset	Result	Interpretation
Bunge Management Services, Inc.	$130,000 median, $104,363 to $145,016 interquartile range, 22 certified FY2021 to FY2025	The corporate and technology entity; 21 of the 22 filings name Chesterfield.
Bunge Global Markets, Inc.	$145,550 median, $120,000 to $175,000 interquartile range, 9 certified FY2025	The trading and markets mix drives the highest wages of any Bunge entity.
Bunge North America, Inc.	$85,330 median, $75,000 to $98,000 interquartile range, 11 certified FY2025	An aggregator entity summary reports about 82 percent of these filings below $100,000.
Bunge Oils, Inc.	$83,226 median, $76,000 to $95,000 interquartile range, 3 certified FY2025	Sample too small to read as an entity wage policy.

City-level H-1B wage history

City	P25	Median	P75	Records
Chesterfield / St. Louis 21 of 22 Bunge Management Services filings, plus one spelling variant and one St. Louis record.	$104K	$130,000	$145K	22
Decatur Observed city median from a small aggregator sample; the quartiles are modeled, not robustly disclosed.	$70K	$75,925	$85K	2

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Title	Worksite	Proffered wage	Notes
Director, Economic Analysis	Chesterfield, Missouri	$190,000	2026 certified filing; the highest single Bunge wage in the reviewed record.
Director, Global Commercial Tools	Chesterfield, Missouri	$189,902	2026 certified filing on the commercial technology side.
Global Product Manager	Chesterfield, Missouri	$165,000	2025 certified filing.
Senior Manager, Capital Markets	Chesterfield, Missouri	$150,000	2025 certified filing; roughly the B4 to B5 zone in this report's ladder.
Quantitative Risk Manager	Chesterfield, Missouri	$135,435	2025 certified filing in the risk function.
Research Analyst, Biofuels	Chesterfield, Missouri	$120,000	2025 certified filing.
Cyber Threat Defense Operations Engineer	Chesterfield, Missouri	$112,424	2025 certified filing on the technology side.
Quantitative Risk Analyst Trainee	Chesterfield, Missouri	$88,400	2025 certified filing; the entry point of the Bunge sponsored population.

Reading the data correctly

A certified labour condition application is a wage attestation filed with the Department of Labor. It is not a USCIS petition approval, and one application can cover more than one worker.
The reviewed source reports 22 certified and no denied applications for Bunge Management Services across FY2021 to FY2025, which is a certification rate rather than an approval rate.
H-1B wages are base salary only. They exclude the annual incentive, any selective equity and shift or overtime premiums, so they cannot be compared with a total compensation figure on this page.
Bunge files under several legal entities with very different wage profiles, so an aggregate company median across entities would be misleading. Entity and year must be checked individually.
Outside Chesterfield and Decatur there is not enough consolidated evidence to publish a city wage picture.

Compare onsite vs offshore

Key Nuances & Insights

01The published ladder stops at Org Level 6

Official Bunge postings expose Levels 9, 8, 7 and 6 and nothing above. That is unusually transparent for the bottom of a ladder and unusually opaque above it, so a candidate can verify a junior level from a job advert but has no way to verify a director or vice-president grade.

02Local titles routinely overstate global level

An India posting titled Associate Manager RTR mapped to a global Senior Analyst at Org Level 9, the most junior band in this report. Comparing Bunge offers on title alone across countries will misclassify seniority by two levels or more.

03Equity is a committee selection, not a level entitlement

The 2024 Long-Term Incentive Plan is written for key employees, consultants and independent contractors chosen by the committee. There is no threshold level at which equity begins, so two people at the same band can have completely different packages and neither is out of policy.

04There is no employee stock purchase plan at all

No discounted purchase scheme, lookback or payroll share plan appears anywhere in the record. For most Bunge employees the equity line of an offer is genuinely zero, which puts all the negotiating weight on base and the annual incentive.

05Retirement share funds are not stock grants

United States retirement plan participants can direct contributions into Bunge share funds. That is participant-directed retirement investing with no discount, no grant and no vesting, and describing it as an employee stock ownership plan double-counts a retirement benefit as pay.

06Executive pay is deliberately an equity instrument

The 2025 chief executive target mix was roughly 77 percent long-term equity and the other named executives averaged about 60 percent. That makes the proxy total a grant-date accounting number: Heckman's actual 2025 vested value was $8.33 million against $12.77 million of reported stock awards.

07Three-year cliff, not four-year tech vesting

Time-based units granted on 15 March 2025 cliff-vest in one instalment on 15 March 2028 and performance units vest on the third anniversary after certification. Leaving at month 30 forfeits everything rather than three quarters of the award.

08The pay ratio is a methodology choice

Bunge reported 252 to 1 after a cost-of-living adjustment and 499 to 1 without it. It also excluded about 13,794 Viterra employees under SEC transition relief, so the 2025 ratio measures the legacy Bunge workforce rather than the combined company that now exists.

09Two named-executive totals are one-time artefacts

David Mattiske's $16.69 million is mostly a Viterra-linked sign-on award of 37,383 units on top of his $3.5 million target, and Julio Garros's $1.86 million of other compensation is international-assignment support with a large tax gross-up. Neither is a steady-state package.

10Post-merger harmonisation is the central unknown

Legacy Bunge and Viterra ran different geographic, title, bonus and benefit structures, and Bunge has released no harmonised band architecture, bonus conversion or global pay policy. Anyone joining in Canada or Australia is joining a structure that has not been publicly settled.

11The India to United States gap narrows sharply with seniority

Modeled Mohali base runs at about 0.10 times the St. Louis anchor at the entry band and about 0.79 times at the Executive Management Team tier, and total compensation converges faster still because senior equity is granted globally in dollars.

12One multiplier cannot price this workforce

Terminal operators, process executives, plant engineers, grain traders and global risk leaders sit in the same nominal bands but in completely different labour markets. The model separates site type and seniority convergence for exactly this reason, and it still cannot price shift, hazard or collective-bargaining premiums.

13Employee counts do not agree with each other

Current official Bunge materials cite both approximately 34,000 and approximately 37,000 employees. This report shows the range rather than picking one, because the difference is roughly the size of a mid-cap employer.

14Lateral versus internal gaps are unmeasurable here

No credible public dataset separates internal promotees from lateral hires at the same Bunge level. A lateral premium is plausible market practice, but nothing in the record supports attaching a Bunge-specific percentage to it.

Research control

Bunge's chief executive pay sits third in this agribusiness and food comparison set, below Tyson Foods at $34.47 million and Archer-Daniels-Midland at $23.89 million, close to Corteva at $17.50 million and above Ingredion at $12.93 million. Its 252 to 1 adjusted ratio is a function of a $75,124 median that itself rests on a cost-of-living adjustment, so it is not directly comparable with peers that publish an unadjusted median. On the employee side the ladder tracks a diversified industrial and agribusiness market rather than a technology one: cash dominates through B4, selective equity only starts to matter at B5, and the equity share of a package does not exceed base salary until the vice-president tier.

Evidence classification

Label	Meaning	Examples and permitted use
Verified	A Bunge filing, an official Bunge job posting, a plan document or a government rule.	Presented as a company or statutory fact with its date and source. Named executive pay, plan terms, board fees and statutory benefits sit here.
Reported	Employee-submitted salary records, third-party salary aggregates and Department of Labor labour condition application wages.	Used as a market anchor. Sample size and role mix can distort these, and they are corroborating evidence rather than payroll records.
Modeled	A St. Louis anchor observation multiplied by a city calibration factor and an FX rate inside a planning envelope.	Never presented as an internal Bunge range. Bands B5 to B9 and every non-anchor city cell are modeled.
Not publicly disclosed	No reliable public evidence was found.	Shown explicitly rather than guessed, including for attrition, rating scales, employee bonus targets and most country benefit terms.

Explicit “Not publicly disclosed” index

A complete internal grade architecture above Org Level 6.

Salary ranges, band minimums or midpoints for any employee level.

Variable-pay targets and payout history below the named executive officers.

The equity eligibility threshold and typical grant size below the named executives.

Current utilisation of the 5.0 million-share 2024 Long-Term Incentive Plan reserve.

Country benefit providers, insured amounts and employer premium splits.

The employee rating scale, distribution guidance and merit matrix.

Any companywide salary increase, pay freeze or off-cycle correction announcement.

Overall and quarterly attrition.

A consolidated USCIS H-1B petition approval rate across all Bunge legal entities.

City-level and country-level employee counts, including for Brazil.

How legacy Viterra grades, bonus plans and benefits were converted after the 2 July 2025 closing.

Known gaps and diligence before relying on a cell

1The chief executive row is deliberately excluded from the band ladder. It is a single worldwide $1.4 million salary that is identical in every city table, so interpolating it would force every offshore market's factor towards parity and produce absurd cells such as an India country head on a United States chief executive base. The chief executive figures are carried in full in the executive section instead, which is why the ladder has nine rows rather than ten.
2The source bundle builds its total compensation as base plus an 8 to 30 percent employer benefit load plus variable pay plus equity. That load is employer cost rather than pay, so it has been stripped here and every anchor total is rebuilt as base plus target incentive plus annualized equity. Totals on this page will therefore read below the equivalent figures in the source report.
3Geographic factors are interpolated linearly between the junior and senior band, while the bundle's own convergence curve is convex. Mid-ladder offshore cells at B4 to B7 therefore read somewhat high against the bundle's own table; the endpoints at B1 and the Executive Management Team tier are exact.
4FY2025 net sales are shown as $70.329 billion from the first-party earnings release. A filing-summary source showed $70.326 billion; the difference is retained rather than silently reconciled.
5Employee headcount is shown as a range because current official Bunge materials cite both approximately 34,000 and approximately 37,000, and no source reconciles them.
6Named executive incentive target dollars are implied from the disclosed payout and attainment percentage, because several 2025 salaries were prorated by mid-year appointments and the disclosed target percentages do not multiply cleanly against the reported salary.
7Argentine peso, Hungarian forint, Paraguayan guarani, Uruguayan peso and Colombian peso conversions use indicative working rates rather than same-day IMF representative rates, so those columns are the most date-sensitive on the page.
8Thirty-five of the sixty-five markets in the source bundle are omitted here to keep the location table to markets with a distinct pay profile. Bangalore, Auckland and Dubai were treated as comparators in the source with no confirmed major Bunge site and are omitted for that reason.

FX rates used — 1 USD equals, snapshot 2026-08-25

1.3839

CAD

0.80277

CHF

0.857486

EUR

0.733487

GBP

336

HUF

3.6894

PLN

44.6716

UAH

5.1484

BRL

1430

ARS

16.946

MXN

7650

PYG

UYU

1.398601

AUD

1.2707

SGD

6.7235

CNY

159.18

JPY

95.7143

INR

Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.

Source register — 30 sources

S01	Bunge 2026 Proxy Statement (DEF 14A) · SEC / Bunge · 2026-04-10. 2025 named executive pay, annual incentive outcomes, equity grants, board compensation, pay ratio, vesting and executive benefits.
S02	Bunge 2024 Long-Term Incentive Plan, Exhibit 10.1 · SEC / Bunge · 2024-05-15. Plan purpose, award types, eligibility discretion, 5.0 million-share reserve and plan duration.
S03	Form S-8 registering the 2024 Long-Term Incentive Plan · SEC / Bunge · 2024-08-27. Adoption on 25 March 2024 and shareholder approval on 15 May 2024.
S04	Bunge 2025 Annual Report and Form 10-K · SEC / Bunge · 2026-02-19. Company scale, share-based compensation note and post-merger financial context.
S05	Fourth Quarter and Full-Year 2025 Results · Bunge · 2026-02-04. FY2025 net sales of $70.329 billion and adjusted earnings per share of $7.57.
S06	Second Quarter 2026 Results · Bunge · 2026-07-29. Current 2026 results, the raised $9.25 to $9.75 adjusted earnings outlook and post-merger segment scale.
S07	Bunge completes the Viterra combination · Reuters · 2025-07-02. Closing date, leadership continuity and combined-company context.
S08	Bunge careers site and current job templates · Bunge · 2026 retrieval. Company description and the conflicting approximately 34,000 and 37,000 employee references.
S09	Maintenance Manager, Kearny, New Jersey job posting · Bunge Careers · 2026 retrieval. Official United States salary range and the detailed benefit list.
S10	Official Bunge job postings carrying Org Levels 9 to 6 · Bunge Careers · 2025–2026 retrieval. Observed hierarchy labels and the role mapping for bands B1 to B4.
S11	Bunge India salaries in Mohali · Glassdoor · 2026 retrieval. Observed India salary ranges from Management Trainee to Project Manager.
S12	Bunge Australia salaries · Glassdoor · 2026 retrieval. Observed Australian human resources, trainee, information technology and grain-role pay.
S13	Bunge and Viterra Australia salary estimates · Glassdoor and SEEK · 2026 retrieval. Terminal, operator, supervisor and network-engineer anchors for the Australian bands.
S14	Bunge United States salary observations · Glassdoor, Comparably and PayScale · 2026 retrieval. Cross-check for analyst, manager, director, vice-president and overall United States pay.
S15	Bunge European job postings · Bunge Careers · 2025–2026 retrieval. Ravenna salary ranges and Rotterdam pension, bonus and leave terms.
S16	Bunge Management Services H-1B labour condition application analysis · Elevate Staffing on US Department of Labor data · FY2021–FY2025. Median, percentiles, filing counts, roles and worksite concentration for the core entity.
S17	Bunge H-1B role-level disclosures · H-1B aggregators on US DOL OFLC data · FY2025–FY2026. Entity and job-title wage observations across four Bunge legal entities.
S18	SEC Forms 4 filed March to June 2026 · SEC / Bunge insiders · 2026. Unit settlements, tax-withholding dispositions, new grants and dividend equivalents.
S19	Bunge Retirement Savings Plan documents and Form 11-K · SEC / Bunge · 2023–2026. 401(k) structure and the distinction between retirement share funds and equity grants.
S20	Employees' Provident Fund contribution structure · Employees' Provident Fund Organisation, India · 2026 retrieval. The 12 percent employee and employer contribution framework.
S21	India labour-law handbook, statutory maternity and gratuity provisions · Government of India · 2026 retrieval. The 26-week maternity entitlement and the gratuity framework.
S22	Australian superannuation guarantee rate · Australian Taxation Office and Fair Work Ombudsman · 2025-07-01. The 12 percent superannuation guarantee applying from 1 July 2025.
S23	Australian annual, personal and parental leave entitlements · Fair Work Ombudsman and Services Australia · 2026 retrieval. Four weeks annual leave, ten days personal or carer leave and the parental-leave framework.
S24	Representative exchange rates for selected currencies · International Monetary Fund · 2026-08-25. US dollar to local currency conversion rates for every market on this page.
S25	Official hryvnia exchange rate · National Bank of Ukraine · 2026-08-26. Ukrainian hryvnia conversion.
S26	Bunge 2025 Proxy Statement · SEC / Bunge · 2025-03-25. 2024 annual incentive payouts and the 2024 pay-ratio comparison.
S27	Peer-company 2026 proxy statements · SEC / ADM, Ingredion, Corteva and Tyson Foods · 2026 proxy season. Peer chief executive compensation comparison.
S28	Bunge governance documents and HR and Compensation Committee charter · Bunge · 2026 retrieval. Committee responsibility, compensation oversight and the recoupment framework.
S29	Bunge contact and global office page · Bunge · 2026 retrieval. Verified major commercial hubs and headquarters locations.
S30	Bunge share price · NYSE market data · 2026-08-25. The $111.71 working share price used for grant-value illustrations.

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Recent News & Workforce Trend

The compensation story at Bunge in 2025 and 2026 is merger integration rather than a pay announcement. No verified public source established a companywide salary increase, pay freeze, salary cut or campus-offer revision in any of the three years reviewed.

Legacy Bunge only

2025 pay-ratio population employees

About 13,794 Viterra employees were excluded under SEC transition relief, so the disclosed median and ratio do not describe the combined company.

~34,000

Current, lower reference employees

The lower of two figures used in current official Bunge materials after the 2 July 2025 combination.

~37,000

Current, higher reference employees

The higher of the two official references. Bunge has never reconciled the difference, which is roughly 3,000 people.

Bunge publishes no city-level or country-level employee counts and no attrition rate, so there is no year-by-year headcount series to plot. The most defensible statement is that the workforce roughly doubled through the Viterra combination and that Bunge's own materials now disagree with each other about its size by about 3,000 people.

29 Jul 2026

Second-quarter 2026 results raise the full-year outlook

Bunge reported post-merger results and raised full-year adjusted earnings per share guidance to $9.25 to $9.75, improving the incentive backdrop without disclosing any employee salary action.

Bunge second quarter 2026 results release

1 Jun 2026

Dividend-equivalent units credited to executives

Forms 4 recorded 927 units for Gregory Heckman and 237 for Julio Garros, a reminder that outstanding awards grow between grant and vest without a new grant decision.

SEC Form 4

20 May 2026

Annual non-employee director equity granted

Director Anne Jensen received 1,654 restricted stock units vesting at the 2027 annual general meeting, consistent with the $200,000 annual grant fair value target.

SEC Form 4

10 Apr 2026

2026 proxy discloses the first post-Viterra executive pay year

The filing reports 2025 named executive compensation, annual incentive outcomes, equity grants, director fees and a 252 to 1 cost-of-living-adjusted chief executive pay ratio.

2026 proxy statement (DEF 14A)

15 Mar 2026

Annual equity settlement and withholding cycle

Executives settled prior-year units and received new grants on the same day, with 38,856 shares withheld from Gregory Heckman at $125.63 to cover tax rather than sold on the market.

SEC Forms 4

19 Feb 2026

FY2025 Form 10-K filed

The annual report carries the share-based compensation note and the post-merger financial context behind the 2025 incentive outcomes.

Form 10-K for the year ended 31 December 2025

4 Feb 2026

FY2025 net sales reach $70.329 billion

Full-year net sales rose materially after the Viterra combination while adjusted earnings per share fell to $7.57 from $9.19, which is the backdrop to a 163 percent chief executive incentive outcome.

Bunge fourth quarter and full-year 2025 results release

2 Jul 2025

Bunge completes the Viterra combination

The transaction expanded Bunge across Canada, Australia and global grain merchandising and created the co-chief-operating-officer structure. Compensation harmonisation details remain private.

Reuters

2 Jul 2025

Viterra retention award granted to David Mattiske

A 37,383-unit sign-on time-based restricted stock unit award associated with the combination, on top of a $3.5 million annual long-term incentive target.

2026 proxy statement

25 Mar 2025

2025 proxy sets the pay-ratio baseline

The prior-year filing disclosed 2024 annual incentive payouts of 153 to 213 percent of target and a 273 to 1 adjusted chief executive pay ratio against a $61,474 median.

2025 proxy statement (DEF 14A)

15 Mar 2025

2025 long-term incentive grants issued at 60/40

Named executives received 60 percent performance-based and 40 percent time-based restricted stock units, with the time-based half cliff-vesting on 15 March 2028.

2026 proxy statement

15 May 2024

Shareholders approve the 2024 Long-Term Incentive Plan

The plan authorises options, restricted stock units, stock appreciation rights, performance units and other awards for key employees, consultants and contractors, with a 5.0 million-share reserve.

2024 Long-Term Incentive Plan Exhibit 10.1

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