DEF 14A of Helmerich & Payne, Inc., Jan 22, 2026

DEF 14A of Helmerich & Payne, Inc.

Filed Jan 22, 2026 · FY20250001104659-26-005786

Open on EDGAR

  1. Cautionary Note Regarding Forward-Looking Statements

    | Table of Contents | | | ANNUAL MEETING INFORMATION | 2 | | PROXY SUMMARY | 3 | | CORPORATE GOVERNANCE | 8 | | DIRECTORS | 18 | | DIRECTOR COMPENSATION FOR FISCAL 2025 | 32 | | DIRECTOR COMPENSATION TABLE | 33 | | OUTSTANDING EQUITY AWARDS AT FISCAL 2025 YEAR-END (DIRECTORS) | 34 | | PROPOSAL NO. 1 | 35 | | ELECTION OF DIRECTORS | | | PROPOSAL NO. 2 | 36 | | RATIFICATION OF APPOINTMENT OF INDEPENDENT AUDITORS | | | EXECUTIVE OFFICERS | 40 | | COMPENSATION COMMITTEE REPORT | 42 | | COMPENSATION DISCUSSION AND ANALYSIS | 43 | | SUMMARY COMPENSATION TABLE | 61 | | GRANTS OF PLAN-BASED AWARDS IN FISCAL 2025 | 63 | | OUTSTANDING EQUITY AWARDS AT FISCAL 2025 YEAR-END | 64 | | STOCK VESTED IN FISCAL 2025 | 65 | | PENSION BENEFITS FOR FISCAL 2025 | 65 | | NONQUALIFIED DEFERRED COMPENSATION FOR FISCAL 2025 | 67 | | POTENTIAL PAYMENTS UPON CHANGE-IN-CONTROL | 67 | | PROPOSAL NO. 3 | 69 | | ADVISORY VOTE ON EXECUTIVE COMPENSATION | | | PAY RATIO DISCLOSURE | 70 | | PAY VERSUS PERFORMANCE | 71 | | PROPOSAL NO. 4 | 74 | | APPROVAL OF THE HELMERICH & PAYNE, INC AMENDED AND RESTATED 2024 OMNIBUS INCENTIVE PLAN | | | SUMMARY OF ALL EXISTING EQUITY COMPENSATION PLANS | 88 | | SECURITY OWNERSHIP OF CERTAIN BENEFICIAL OWNERS | 89 | | SECURITY OWNERSHIP OF DIRECTORS AND MANAGEMENT | 90 | | GENERAL INFORMATION | 91 |

  2. Director Nominee Skills and Experiences

    Director Nominee Skills and Experiences The Board of Directors (the “Board of Directors” or the “Board”) values a diverse group of directors who possess the background, skills, and expertise and the highest level of personal and professional ethics, integrity, judgment, and values to represent the long-term interests of the Company and its stockholders. The table below summarizes some of the key skills and qualifications of each individual director. This summary is not intended to be an exhaustive list of each director’s skills or contributions to the Board. Additional information about each director nominee is provided in the biographies below under “Corporate Governance — Director Nominees.” Also provided below are the individual gender and ethnic attributes of our Directors.

  3. Director Nominee Skills and Experiences

    | Director Skills and Experiences | Raymond John “Trey” Adams III | Delaney M. Bellinger | Belgacem Chariag | Kevin G. Cramton | Randy A. Foutch | Hans Helmerich | Elizabeth R. Killinger | José R. Mas | Donald F. Robillard, Jr. | John D. Zeglis | # of Directors | | Accounting and finance | ● | ● | | ● | ● | | ● | ● | ● | ● | 8 | | Corporate governance | ● | ● | ● | ● | ● | ● | ● | ● | ● | ● | 10 | | Diverse industries | | ● | ● | ● | ● | ● | ● | ● | ● | ● | 9 | | Engineering | ● | ● | ● | | ● | | | ● | | | 5 | | Executive leadership | ● | ● | ● | ● | ● | ● | ● | ● | ● | ● | 10 | | Global business | ● | ● | ● | ● | ● | ● | | ● | ● | ● | 9 | | Health, Safety & Environmental | ● | ● | ● | ● | | ● | ● | ● | | ● | 8 | | Information Technology | ● | ● | | ● | ● | | ● | | | | 5 | | Investment, private equity and capital markets | | | | ● | ● | ● | | ● | ● | | 5 | | Legal | | | | | | | | | | ● | 1 | | Oil and gas industry | ● | ● | ● | | ● | ● | | | ● | | 6 | | Public company board experience | | | ● | ● | ● | ● | | ● | ● | ● | 7 | | Risk management | ● | ● | ● | ● | ● | ● | ● | ● | ● | ● | 10 | | Strategic planning | ● | ● | ● | ● | ● | ● | ● | ● | ● | ● | 10 | | Board Self-Identification* | | | | | | | | | | | | | Gender | M | F | M | M | M | M | F | M | M | M | | | Race/Ethnicity | W | W | MENA | W | W | W | W | H | W | W | |

  4. Director Nominee Skills and Experiences

    * Key: F- Female; M- Male; H - Hispanic; MENA - Middle East/North-Africa; W - White

  5. Director Nominee Skills and Experiences

    | 2026 Proxy Statement | 5 |

  6. Directors

    Directors This section describes the experience and qualifications of Director nominees and how our Board members are compensated.

  7. Directors

    | 18 | 2026 Proxy Statement |

  8. Director Nominees

    Director Nominees The information that follows, including principal occupation or employment for the past five or more years and summary of each individual’s experience, qualifications, attributes, or skills that have led to the conclusion that each individual should serve as a Director in light of our current business and structure, is furnished with respect to each nominee. See also “Proxy Summary — Helmerich & Payne’s Board of Directors — Director Skills and Experiences,” which summarizes some of the skills and qualifications of each individual director. John W. Lindsay is not standing for re-election at the 2026 Annual Meeting and will also retire from his position as Chief Executive Officer following the 2026 Annual Meeting. Mr. Lindsay successfully guided the company through challenging cycles and major transitions. His integrity and steady leadership strengthened H&P and helped shape the culture that defines us today. The Company is grateful for his service and the lasting impact he has made.

  9. Director Nominees

    | | Raymond John (“Trey”) Adams III | | | | | Age: 40 | CEO Since: N/A Director Since: N/A | Committees: None | | Career Highlights | | | | | Mr. Adams has served as the Company’s President since October 2025. Prior to such position he served in various roles at the Company since joining in 2008, including serving as Senior Vice President, Global Commercial, Sales, & Marketing from January 2025 to October 2025, Senior Vice President of Digital Operations, Sales, & Marketing from December 2020 to January 2025, and Vice President of Digital Operations, and Sales, & Marketing of Helmerich & Payne Technologies, LLC, from September 2020 to December 2020. | | | | | Other Public Company Boards (within the past five years): | | | | | • None | | | | | Key Qualifications and Expertise | | | | | Mr. Adams brings to the Board executive leadership, strategic planning, information technology, risk management, and environmental, health and safety experience, as well as deep knowledge and experience in engineering and the oil and gas industry through his 17-year career and leadership positions with the Company. He also provides management a representative on the Board with extensive knowledge of the Company’s global operations as the Board oversees management’s strategy, planning and performance. | | | |

  10. Director Nominees

    | 2026 Proxy Statement | 19 |

  11. Director Nominees

    | | Delaney M. Bellinger | | | | | Age: 67 | Director Since: 2018 | Committees: Audit Nominating and Corporate Governance | | Career Highlights | | | | | Ms. Bellinger served as the Vice President and Chief Information Officer for Huntsman Corporation, a global manufacturer and marketer of differentiated chemicals, from 2016 to 2018. Prior to her role at Huntsman, she was the Chief Information Officer for EP Energy Corp., an exploration and production company, from 2012 to 2015. Before joining EP Energy, she was the Chief Information Officer for YUM! Brands, Inc., a multinational restaurant company, from 2000 to 2010. | | | | | Other Public Company Boards (within the past five years): | | | | | • None | | | | | Key Qualifications and Expertise | | | | | Ms. Bellinger brings to the Board executive leadership, information technology, complex global business operations, and oil and gas industry experience through her service as chief information officer of large multinational companies and a company in the oil and gas industry. | | | |

  12. Director Nominees

    | 20 | 2026 Proxy Statement |

  13. Director Nominees

    | | Belgacem Chariag | | | | | Age: 63 | Director Since: 2021 | Committees: Human Resources (C) Eastern Hemisphere Strategy (C) Nominating and Corporate Governance | | Career Highlights | | | | | Mr. Chariag served as President and Chief Executive Officer of Ecovyst, Inc. (formerly PQ Group Holdings), a global provider of specialty catalysts, materials, chemicals, and services, from August 2018 to April 2022 and as Chairman of the Board of Ecovyst from December 2019 to April 2022. He also served as a director and Chairman of the Board of Ecovyst’s, Zeolyst International, a joint venture of Ecovyst and Shell Catalyst & Technologies that produces zeolite powders, catalysts, and absorbents, from 2018 to April 2022. Mr. Chariag served as Chief Global Operations Officer for Baker Hughes Company, a worldwide energy technology company, from July 2017 to January 2018, as President Global Operations from May 2016 to June 2017, Chief Integration Officer from December 2014 to April 2016, President Global Products and Services from October 2013 to December 2014, and President Eastern Hemisphere from May 2009 to September 2013. Prior to joining Baker Hughes, Mr. Chariag held a variety of leadership and management roles for Schlumberger Limited, a global oilfield services company, including serving as Vice President of Health, Safety, Environment, and Security. | | | | | Mr. Chariag is the co-founder and serves on the board of Tunisian Talents United, a non-profit organization that identifies, attracts, develops and mentors Tunisia’s greatest young talents and potential future leaders. | | | | | Other Public Company Boards (within past five years) • Harbour Energy, Plc. (2023 – present) • Ecovyst, Inc. (2019 – 2022) | | | | | Key Qualifications and Expertise | | | | | Mr. Chariag brings to the Board executive leadership, strategic planning, and global business operations experience through his service as a chairman and chief executive officer of an international public company and his tenure as an executive at other global companies. He also brings a deep knowledge of health, safety, and environmental matters through his leadership position in that area at a large global oilfield services company. | | | |

  14. Director Nominees

    | 2026 Proxy Statement | 21 |

  15. Director Nominees

    | | Kevin G. Cramton | | | | | Age: 66 | Director Since: 2017 | Committees: Audit Nominating and Corporate Governance | | Career Highlights | | | | | Mr. Cramton served as an operating and executive partner at HCI Equity Partners, a private equity firm, from 2016 to 2025 and served on a portfolio company Board of Directors. He presently serves as a director of ERShares, a global asset manager with over 20 years’ experience investing in global entrepreneurial public and private companies. Mr. Cramton served from 2019 to 2023 as Chairman of the Board and Chief Executive Officer of Tribar Technologies, Inc., a designer and manufacturer of automotive trim components. He previously served as Executive Chairman of the Board of Atlantix Global Systems, an information technology decommissioning and services company, from 2016 to 2017. Mr. Cramton served from 2012 to 2015 as the Chief Executive Officer of Cardone Industries, a re-manufacturer of automotive aftermarket components. He served as Chief Executive Officer of Revstone Industries, LLC, a designer and manufacturer of automotive components from 2011 to 2012, and as Managing Director of RHJ International (Ripplewood Holdings), a publicly traded, investment holding company, from 2007 to 2011. Prior to joining RHJ International, Mr. Cramton held various roles of increasing responsibility at Ford Motor Company, including Director, Corporate Business Development, with responsibilities for Ford’s merger and acquisition activity. | | | | | Other Public Company Boards (within past 5 years) | | | | | • Apeiron Capital Investment Corp. (2021 – 2023) | | | | | Key Qualifications and Expertise | | | | | Mr. Cramton brings to the Board executive leadership, risk management, accounting and finance, and private equity and capital markets experience as well as diverse industries perspective through his service as a chief executive officer of companies engaged in the design and manufacture of automotive components and his service as an executive of investment and private equity firms. | | | |

  16. Director Nominees

    | 22 | 2026 Proxy Statement |

  17. Director Nominees

    | | Randy A. Foutch | | | | | Age: 74 | Director Since: 2007 | Committees: Human Resources Eastern Hemisphere Strategy Nominating and Corporate Governance (C) | | Career Highlights | | | | | In 2006, Mr. Foutch founded Laredo Petroleum, Inc. (now known as Vital Energy, Inc.), a publicly traded, Permian basin focused oil and natural gas exploration and production company, where he served as Chief Executive Officer from 2006 to 2019 and as a Director and Chairman of the Board until 2020. He also founded and served as Chairman and in executive roles with the oil and natural gas exploration companies Colt Resources Corp., Latigo Petroleum, Inc., and Lariat Petroleum, Inc. prior to their sales. Mr. Foutch served as a Director of Bill Barrett Corporation, a publicly traded oil and natural gas exploration company, from 2006 to 2011, MacroSolve, Inc., a provider of mobile data and video business solutions, from 2006 to 2008, Cheniere Energy, Inc., a producer and exporter of liquified natural gas in the United States, from 2013 to 2015, Galileo Holdco 1 Limited from July 2022 to August 2024, and Citizen Energy, a private oil and natural gas company from 2022 to October 2024. Mr. Foutch is a member of the advisory board of Pattern Computer, LLC, a developer of machine learning and artificial intelligence engines for complex data analytics applications. Mr. Foutch serves as a Director at CapturePoint LLC, a private company that provides a full range of carbon management services, including capture, transport, utilization, and storage. Mr. Foutch currently provides strategic consulting services to one of the largest family offices in the United States and previously provided consulting services to Warburg Pincus, a large global private equity firm. Mr. Foutch is an active member of the National Association of Corporate Directors and is Directorship Certified®. | | | | | Mr. Foutch is a member of the National Petroleum Council, a federally chartered committee that advises the Secretary of Energy with respect to oil and natural gas matters. He also serves on the MD Anderson Cancer Center Board of Visitors and the board of the National Museum of Wildlife Art. Mr. Foutch twice received the EY Entrepreneur of the Year Award and the American Association of Petroleum Public Service Award. | | | | | Other Public Company Boards (within past five years) | | | | | • None | | | | | Key Qualifications and Expertise | | | | | Mr. Foutch brings to the Board executive leadership, private equity and capital markets, risk management, and strategic planning experience, as well as deep insights into the oil and natural gas industry, as a founder, executive officer, and director of large energy companies. | | | |

  18. Director Nominees

    | 2026 Proxy Statement | 23 |

  19. Director Nominees

    | | Hans Helmerich | | | | | Age: 67 | Director Since: 1987 Chairman Since: 2012 | Committees: Eastern Hemisphere Strategy | | Career Highlights | | | | | Mr. Helmerich has been a Director of the Company since 1987 and Chairman of the Board since 2012. He served as Chief Executive Officer of the Company from 1989 to 2014 and President from 1987 to 2012. Mr. Helmerich also served as a Director of Northwestern Mutual Life Insurance Company, a financial planning, life insurance, investment services company, from 2006 to 2020. | | | | | In 2023, Mr. Helmerich was inducted into the Hart Energy Hall of Fame. | | | | | Other Public Company Boards (within past five years) | | | | | • Coterra Energy, Inc. (2021 – present) | | | | | • Cimarex Energy Co. (2002 – 2021) | | | | | Key Qualifications and Expertise | | | | | Mr. Helmerich brings to the Board executive leadership, risk management, diverse industries, and global business experience as well as deep oil and gas industry experience through his 25 years as the Company’s Chief Executive Officer and his service on other boards. He also brings proven strategic planning experience, demonstrated by the Company’s innovation, significant growth, and positive performance under his leadership. | | | |

  20. Director Nominees

    | 24 | 2026 Proxy Statement |

  21. Director Nominees

    | | Elizabeth R. Killinger | | | | | Age: 56 | Director Since: 2023 | Committees: Human Resources Nominating and Corporate Governance | | Career Highlights | | | | | Ms. Killinger served as Executive Vice President, NRG Home, of NRG Energy, Inc. from 2016 to January 2025. She was responsible for directing all aspects of NRG’s $10 billion Home division, the largest competitive energy provider in North America which provides residential power and gas services to millions of customers through multiple brands and channels in the United States and Canada. Ms. Killinger has over 35 years of domestic and international experience in the energy and services industries, including 25 years with NRG and its predecessors. Prior to joining NRG, Ms. Killinger spent a decade providing strategy, management and systems consulting to energy, oilfield services, and retail distribution companies across the United States and Europe. | | | | | Ms. Killinger serves as Chair of the Finance Committee for the Board of Directors for Hope Media Group. She is Secretary of the Texas Economic Development Corporation Board of Directors, and she chairs the Marketing & Branding Committee of the Energy Advisory Board at the University of Houston. She also served on the Board of Directors and Advisory Board of Texas Dow Employee Credit Union, where she chaired the Human Resources and Compensation Committee and served on the Audit, Governance and Nominating, and Strategy Committees during her six years of service. | | | | | Other Public Company Boards (within past five years) | | | | | • None | | | | | Key Qualifications and Expertise | | | | | Ms. Killinger brings to the Board executive leadership, risk management, information technology, and strategic planning knowledge and experience, and diverse industries perspective as an executive of a large residential power, gas and home services company and through her tenure providing management and systems consulting services to the energy, oilfield services, and retail distribution industries. She also brings extensive knowledge of health, safety, and environmental matters from the product manufacturing, installation, and maintenance activities of the residential energy businesses she led. | | | |

  22. Director Nominees

    | 2026 Proxy Statement | 25 |

  23. Director Nominees

    | | José R. Mas | | | | | Age: 54 | Director Since: 2017 | Committees: Human Resources Nominating and Corporate Governance | | Career Highlights | | | | | Mr. Mas has served as the Chief Executive Officer of MasTec, Inc., a large public infrastructure services provider operating primarily throughout North America across a range of industries, since 2007, and as a member of its Board of Directors since 2001. He served as MasTec’s President from 2007 to 2010, Vice Chairman of the Board of Directors and Executive Vice President — Business Development from 2001 to 2007, and led MasTec’s Communications Service Operation from 1999 to 2001. Mr. Mas joined MasTec, Inc. in 1992. | | | | | Mr. Mas received the EY National Entrepreneur of the Year award in 2011 and 2012. | | | | | Other Public Company Boards (within past five years) | | | | | • MasTec, Inc. (2001 – present) | | | | | Key Qualifications and Expertise | | | | | Mr. Mas brings to the Board executive leadership, diverse industries, private equity and capital markets, risk management, and strategic planning experience through his service as a chairman and chief executive officer of a large public company. | | | |

  24. Director Nominees

    | 26 | 2026 Proxy Statement |

  25. Director Nominees

    | | Donald F. Robillard, Jr. | | | | | Age: 74 | Director Since: 2012 | Committees: Audit (C) Eastern Hemisphere Strategy Nominating and Corporate Governance | | Career Highlights | | | | | Mr. Robillard served as a Director and the Executive Vice President, Chief Financial Officer, and Chief Risk Officer of Hunt Consolidated, Inc. (“Hunt Consolidated”), a private international holding company with interests in oil and gas exploration and production, refining, real estate development, private equity investments, and ranching, from 2015 to 2017. He returned to the Board of Directors of Hunt Consolidated in 2024, after serving as a Director of RRH Corporation, the holding company for all Hunt Consolidated subsidiaries, between 2020 and 2024. Mr. Robillard joined Hunt Consolidated in 1983, serving in domestic and international accounting positions of increasing responsibility, and was elected Senior Vice President and Chief Financial Officer in 2007. He also served as Chief Executive Officer and Chairman of ES Xplore, LLC, a direct hydrocarbon indicator company and subsidiary of Hunt Consolidated, from 2016 to 2017. Mr. Robillard served as an independent director of Galileo Holdco 1 Limited from 2020 to August 2024. Mr. Robillard formed Robillard Consulting, LLC, an oil and gas advisory firm, in 2018. | | | | | Mr. Robillard is a Certified Public Accountant and a member of Financial Executives International. He also serves on the Advisory Board of The Institute for Excellence in Corporate Governance at the University of Texas at Dallas. Mr. Robillard is also an active member of the National Association of Corporate Directors and is Directorship Certified®. | | | | | Other Public Company Boards (within past five years) | | | | | • Cheniere Energy, Inc. (2014 – present) | | | | | Key Qualifications and Expertise | | | | | Mr. Robillard brings to the Board executive leadership, global business, private equity and capital markets, risk management, oil and gas industry, and strategic planning experience, as well as extensive experience in finance and accounting through his service as a chief financial and risk officer of a large private company in the energy sector and his service on the board of directors of a large public energy company. | | | |

  26. Director Nominees

    | 2026 Proxy Statement | 27 |

  27. Director Nominees

    | | John D. Zeglis | | | | | Age: 78 | Director Since: 1989 | Committees: Audit Nominating and Corporate Governance | | Career Highlights | | | | | Mr. Zeglis served as Chief Executive Officer and Chairman of the Board of AT&T Wireless Services, Inc., a wireless telecommunications carrier, from 1999 to 2004. He served as President of AT&T Corporation, a global provider of telecommunications and technology services, from December 1997 to July 2001, Vice Chairman from June 1997 to November 1997, General Counsel and Senior Executive Vice President from 1996 to 1997, and Senior Vice President and General Counsel from 1986 to 1996. Mr. Zeglis has served on the Board of Directors for The Duchossois Group, a privately-held, family business, since 2010. | | | | | Other Public Company Boards (within past five years) | | | | | • None | | | | | Key Qualifications and Expertise | | | | | Mr. Zeglis brings to the Board executive leadership, diverse industries, global business, and risk management experience as well as extensive legal expertise and experience through his service a chief executive officer and general counsel of large telecommunications providers. | | | |

  28. Director Nominees

    | 28 | 2026 Proxy Statement |

  29. Board of Directors

    Board of Directors At each regular meeting, the Board reviews the Company’s financial condition and results of operations, hears reports concerning factors that could affect the business in the future, and receives a report on the most significant risks facing the Company. The Board annually approves a capital budget, with subsequent approval required for any significant variations. In addition, the Board receives information from management concerning operations, safety, legal, regulatory, insurance, finance, strategy, sustainability, artificial intelligence, and governance matters, as well as information regarding any material risks associated with each of the foregoing. The full Board (or the appropriate

  30. Board of Directors

    | 2026 Proxy Statement | 29 |

  31. Board of Directors

    Board committee if the Board committee is responsible for the oversight of the matter) receives this information through updates from the appropriate members of management to enable it to understand and monitor the Company’s risk management practices. When a Board committee receives an update, the chairperson of the relevant Board committee reports on the discussion to the full Board at the next Board meeting. This enables the Board and its committees to coordinate their oversight of risks facing the Company.

  32. Director Compensation for Fiscal 2025

    Director Compensation for Fiscal 2025 For fiscal 2025, the non-employee Directors received the following compensation:

  33. Director Compensation for Fiscal 2025

    | Role | Quarterly Retainer ($) | | Chairman of the Board (Mr. Helmerich) | 37,500 | | Each Other Non-Employee Director | 25,000 | | Lead Director | 8,750 | | Audit Committee Chair | 7,500 | | Eastern Hemisphere Committee Chair | 7,500 | | Human Resources Committee Chair | 3,750 | | Nominating and Corporate Governance Committee Chair | 3,750 | | Each Member of the Audit Committee | 1,250 |

  34. Director Compensation for Fiscal 2025

    | Non-Employee Director Annual Restricted Stock Grant | Target Value on the Date of Grant ($) | | Chairman of the Board | 270,000 | | Other Non-Employee Directors | 180,000 |

  35. Director Compensation for Fiscal 2025

    Non-employee Director compensation was reviewed during fiscal 2025, and the following adjustments were made to committee chair retainers effective June 4, 2025: increase from $6,250 to $8,750 for the Lead Director and the establishment of the Eastern Hemisphere committee chair retainer. These adjustments were approved by the Board in connection with the Human Resource Committee’s review of peer director compensation practices in order to remain market competitive and properly compensate Board committee chairs for the time and energy required of their respective roles. All non-employee Directors are also reimbursed for expenses incurred in connection with attending Board meetings and Board committee meetings. Directors who are also employees do not receive additional compensation for serving on the Board. Restricted stock is the sole form of stock-based compensation awarded to non-employee Directors.

  36. Director Compensation Table

    Director Compensation Table The following table shows the compensation of the members of the Board who served at any time during fiscal 2025, other than Mr. Lindsay, whose compensation as a named executive officer is set forth in the Summary Compensation Table.

  37. Director Compensation Table

    | Name | Fees Earned or Paid in Cash(1) ($) | Stock Awards(2) ($) | Change in Pension Value and Nonqualified Deferred Compensation Earnings (S) | All Other Compensation(3) ($) | Total ($) | | Delaney M. Bellinger | 105,000 | 179,999 | | 5,926 | 290,925 | | Belgacem Chariag | 130,000 | 179,999 | | 5,926 | 315,925 | | Kevin G. Cramton | 105,000 | 179,999 | | 5,926 | 290,925 | | Randy A. Foutch | 145,000 | 179,999 | | 5,926 | 330,925 | | Hans Helmerich | 150,000 | 269,986 | | 8,888 | 428,874 | | Elizabeth R. Killinger | 102,500(4) | 179,999 | 9,413(4) | 5,926 | 297,838 | | José R. Mas | 100,000 | 179,999 | | 5,926 | 285,925 | | Thomas A. Petrie(5) | 50,000 | — | | 2,337 | 52,337 | | Donald F. Robillard, Jr. | 135,000 | 179,999 | | 5,926 | 320,925 | | John D. Zeglis | 105,000 | 179,999 | | 5,926 | 290,925 |

  38. Director Compensation Table

    (1) Regular cash retainers, committee chair fees, Audit Committee member fees and lead director fees were paid quarterly in December, March, June and September. (2) Includes restricted stock and restricted stock deferred to stock units under our Director Plan. The amounts included in this column represent the aggregate grant date fair value of restricted stock determined pursuant to Financial Accounting Standards Board (“FASB”) Accounting Standards Codification (“ASC”) Topic 718. For additional information, including valuation assumptions with respect to the grants, refer to note 11, “Stock-Based Compensation,” to our audited financial statements for the fiscal year ended September 30, 2025, included in our 2025 Form 10-K. (3) Amounts in this column reflect dividends on restricted stock and dividends credited on stock units under the Director Plan and do not include any perquisites or other personal benefits, the aggregate amount of which with respect to any Director, does not exceed $10,000. (4) Ms. Killinger elected to defer $26,250 of her fiscal 2025 cash retainer under the Director Plan. Deferred cash is considered fully vested at all times. The amount in the “Change in Pension Value and Nonqualified Deferred Compensation Earnings” column is the above-market portion of interest earned pursuant to the interest investment alternative under the Director Plan. Mr. Petrie’s last day of service on the Board was March 5, 2025 as he did not stand for re-election at the 2025 Annual Meeting of Stockholders.

  39. Director Compensation Table

    | 2026 Proxy Statement | 33 |

  40. Outstanding Equity Awards At Fiscal 2025 Year-End (Directors)

    Outstanding Equity Awards At Fiscal 2025 Year-End (Directors) The following table provides information on the aggregate number of unvested shares or stock units and unexercised options outstanding for each non-employee Director as of September 30, 2025.

  41. Outstanding Equity Awards At Fiscal 2025 Year-End (Directors)

    | Name | Aggregate Number of Unvested Shares or Stock Units Outstanding as of September 30, 2025(#)(1) | Aggregate Options Outstanding as of September 30, 2025(#)(2) | | Delaney M. Bellinger | 7,177(3) | 2,926 | | Belgacem Chariag | 7,177(4) | — | | Kevin G. Cramton | 7,177(4) | 12,613 | | Randy A. Foutch | 7,177(3) | 24,722 | | Hans Helmerich | 10,765(4) | 37,083 | | Elizabeth R. Killinger | 7,177(4) | — | | José R. Mas | 7,177(4) | 12,613 | | Thomas A. Petrie | 0(4) | 24,722 | | Donald F. Robillard, Jr. | 7,177(3) | 24,722 | | John D. Zeglis | 7,177(4) | 24,722 |

  42. Outstanding Equity Awards At Fiscal 2025 Year-End (Directors)

    (1) Represents shares of restricted stock or stock units deferred pursuant to the Director Plan, which were granted on March 6, 2025, and vest on the one-year anniversary of the grant date. Certain directors also hold fully vested stock units in respect of deferrals of prior year retainers under the Director Plan. (2) Represents vested and exercisable stock options. No stock options were awarded in fiscal 2025, and no Director holds any unvested or unexercisable stock options. (3) Represents unvested stock units deferred pursuant to the Director Plan. Represents restricted stock.

  43. Outstanding Equity Awards At Fiscal 2025 Year-End (Directors)

    | 34 | 2026 Proxy Statement |

  44. ELECTION OF DIRECTORS

    ELECTION OF DIRECTORS

  45. ELECTION OF DIRECTORS

    | At the Annual Meeting, 10 Directors are to be elected for terms of one year each. Mr. Lindsay will not stand for re-election as Director of the Company at the Annual Meeting. Accordingly, Mr. Lindsay is not included as a nominee for election at the Annual Meeting and his current term as a Director will expire at the Annual Meeting. All incumbent Directors, except Mr. Lindsay, will stand for re-election. With the exception of Mr. Adams, who was nominated to stand for election at the Annual Meeting, all nominees were last elected to the Board at the 2025 Annual Meeting of Stockholders. The NCG Committee has determined that each of the nominees qualifies for election under its criteria for evaluation of directors and has recommended that each of the candidates be nominated for election. If any nominee becomes unable to serve prior to the Annual Meeting, shares represented by proxy may be voted for a substitute designated by the Board of Directors, unless a contrary instruction is noted on the proxy. The Board of Directors has no reason to believe that any of the nominees will become unavailable. As detailed under “Additional Information Concerning the Board of Directors — Director Independence” above, the Board of Directors has affirmatively determined that each of the nominees, other than Messrs. Adams and Helmerich, qualifies as “independent” as that term is defined under the rules of the NYSE and the SEC, as well as our Corporate Governance Guidelines. | Board Recommendation The Board unanimously recommends a vote FOR each of the persons nominated by the Board. |

  46. ELECTION OF DIRECTORS

    | 2026 Proxy Statement | 35 |

  47. Determination of Executive Compensation

    In making compensation decisions, the Committee compares each element of compensation against those provided by a peer group of publicly-traded contract drilling and oilfield service companies (collectively, the “Compensation Peer Group”) and against broader published survey data. The Compensation Peer Group consists of companies that are representative of the types of companies that we compete against for talent. For compensation decisions with respect to fiscal 2025, no changes were made to the fiscal 2024 peer group and the resulting Compensation Peer Group was as follows:

  48. Determination of Executive Compensation

    | Peer Group Companies | | | Baker Hughes Company | Patterson-UTI Energy, Inc. | | ChampionX Corporation | Precision Drilling Corporation | | Expro Group Holdings N.V. | ProPetro Holding Corp. | | Helix Energy Solutions Group, Inc. | RPC, Inc. | | Nabors Industries Ltd. | TechnipFMC plc | | NOV Inc. | Transocean Ltd. | | Oceaneering International, Inc. | Weatherford International plc | | Oil States International, Inc. | |

  49. Determination of Executive Compensation

    The Committee determined that each of these companies remained appropriate in light of their respective market capitalization, enterprise value, and annual revenues. For comparison, the Company’s comparable statistics to peer group prior fiscal year statistics, which were considered at the time that the fiscal 2025 Compensation Peer Group was confirmed, are shown here:

  50. Determination of Executive Compensation

    | | Market Capitalization (at September 30, 2024)(1) ($MM) | Enterprise Value (at September 30, 2024)(1) ($MM) | Revenue (TTM from September 30, 2024)(1) ($MM) | | Peer Company Maximum | 35,912 | 39,670 | 27,300 | | Peer Company Median | 2,524 | 3,675 | 2,926 | | Peer Company Minimum | 293 | 419 | 736 | | Helmerich & Payne, Inc. | 3,004 | 3,260 | 2,757 | | | 57th Percentile | 45th Percentile | 46th Percentile |

  51. Determination of Executive Compensation

    (1) Amounts provided by Willis Towers Watson. Enterprise value amounts are calculated as follows: market capitalization as of September 30, 2024, plus total debt, preferred stock, and minority interest less cash and short-term investments. The Committee also uses survey data to assist in compensation decisions, including those instances in which a named executive officer’s position or duties do not match the position or duties of Compensation Peer Group executives for whom compensation information is publicly disclosed. This survey data includes oilfield services, energy, and general industry data. The Committee sets target total direct compensation for named executive officers to generally approximate the median level, in aggregate, of compensation paid to similarly-situated executives of the companies comprising the Compensation Peer Group. Variations may occur, however, as dictated by corporate performance, experience level, internal pay equity considerations, nature of duties, market factors, and retention issues. The Committee uses prior fiscal year peer data and available survey data when making compensation decisions. As such, the data used by the Committee provides peer compensation comparisons on a historical basis which does not reflect the most recent year-over-year increase in peer compensation. Therefore, when the Committee annually sets compensation for our named executive officers, that compensation may lag behind the current median of peer compensation. Similarly, the percentile ranking for target total direct compensation could be under or overstated because such rankings are derived from dated peer compensation data. The Committee considers individual performance during its annual review of base salary, short-term incentive bonus compensation, and equity awards. However, no specific individual performance criteria or guidelines are used

  52. Role of Compensation Consultant

    Role of Compensation Consultant During fiscal 2025, the Committee retained Willis Towers Watson (“WTW”) as its independent compensation consultant to review executive compensation practices. WTW provides the Committee a number of consulting services regarding executive compensation, including: • a review of the competitiveness of the program design and award values; • updates on trends and developments in executive compensation; • a comprehensive analysis and comparison of our named executive officers’ compensation relative to our Compensation Peer Group shown above and survey data; • total stockholder return comparison between the Company and its Compensation Peer Group; and • preparation and review of materials for Committee meetings in which executive compensation is on the agenda. The Committee’s compensation consultant periodically provides the Committee with recommendations and reports regarding non-employee Director compensation. The Committee reviews the analysis and determines whether to recommend to our Board any changes to the compensation program for non-employee Directors. In addition to the executive and the director compensation services provided to the Committee, specialized teams at WTW and affiliates provided certain services to the Company in fiscal year 2025 at the request of management consisting of (i) non-customized executive and non-executive compensation survey data; (ii) the evaluation and alignment of a global career framework for the newly integrated positions as a result of the Acquisition; and (iii) valuations of benefit obligations and costs for defined benefit plans that the Company sponsors. In fiscal 2025, the Company paid approximately $467,000 to WTW for its executive and director compensation services to the Committee and approximately $165,000 to WTW for such additional services to the Company. The Committee ratified the additional services provided by WTW to the Company. WTW reports directly to the Committee, although it may meet with management from time to time to gather information or to obtain management’s perspective on executive compensation matters. The Committee has the sole authority to retain, at the Company’s expense, or terminate the compensation consultant at any time. The Committee concluded that, given the scope of these services, the provision of these additional services did not raise any conflict of interest pursuant to applicable SEC rules and NYSE listing standards and did not impair WTW’s ability to provide independent advice to the Committee concerning executive compensation matters.

  53. Role of Compensation Consultant

    | 2026 Proxy Statement | 49 |

  54. Compensation Risk Assessment

    Compensation Risk Assessment Management regularly reviews the Company’s compensation programs and practices applicable to all employees, including the named executive officers, in order to assess the risks presented by such programs and practices. This review includes analyzing the likelihood and magnitude of potential risks, focusing on program elements such as pay mix and amount, performance metrics and goals, the balance between annual and long-term incentives, the terms of equity and bonus awards, and change-in-control arrangements. The review also takes into account mitigating features embedded in our compensation programs and practices such as capped payout levels for both annual bonuses and performance-based equity grants under the Company’s equity compensation plan, stock ownership guidelines aligning the interests of our named executive officers with those of our stockholders, clawback policies and provisions contained in equity compensation plan award and other agreements, the use of multiple performance measures, and multi-year vesting schedules for equity awards. The findings of this risk assessment are discussed with the Committee. Based on the assessment, we have determined that our compensation programs and practices applicable to all employees, including our named executive officers, are not reasonably likely to have a material adverse effect on the Company.

  55. Elements of Executive Compensation

    Performance-Based Compensation Components Annual Short-Term Incentive Bonus Plan In December 2024, the Committee established the design and performance metrics for the initial 2025 short-term incentive bonus plan, with specific authority to modify the plan upon the completion of the then-pending Acquisition (the “Original 2025 Plan”). In connection with the Acquisition, the Committee shortened the performance period under the Original 2025 Plan to cover the first quarter of fiscal 2025 and pro-rated the threshold, target, and reach objectives for certain performance measures to account for the truncated performance period (the “2025 Stand-Alone Plan”). Upon completion of the Acquisition, the Committee established a supplemental short-term incentive bonus plan with a performance period covering the Company’s final three quarters of fiscal 2025 (the “2025 Stub-Year Plan”, collectively, with the 2025 Stand-Alone Plan, the “2025 STI Plan”).The Helmerich & Payne, Inc. 2024 Omnibus Incentive Plan (the “2024 Plan”) governs the fiscal 2025 awards granted under the 2025 STI Plan. The Committee maintained the same potential payout ranges for all of our NEOs under the 2025 STI Plan, with the threshold payout for the Company performance component set at 50% of target and the reach payout set at 200% of target. Performance under the 2025 STI Plan was measured based on independently weighted financial, operational and strategic, and safety performance metrics, as more fully described below. For fiscal 2025, the Committee removed the capital return to stockholders performance metric, and revised the strategic objectives component to include specific integration planning objectives in anticipation of the closing of the Acquisition under the 2025 Stand-Alone Plan. Weightings were adjusted for the remaining metrics, with emphasis on modified cash flow. When the Committee adopted the 2025 Stub-Year Plan, the Committee added cost and synergy optimization, divestment strategy, and rig commitment metrics and adjusted the weightings of the modified cash flow, strategic objectives, and safety performance metrics. Additionally, the Committee adopted a reporting segment modifier for North America Solutions, International Solutions, and Offshore Solutions, that modifies the payout under the 2025 STI Plan for each segment +/- 10% depending on each segments individual achievement of gross margin performance goals (the “Reporting Segment Modifier”). The Reporting Segment Modifier also provides that, if a segment fails to achieve its gross margin threshold, while the -10% modifier will not be applied, the applicable segment will not be eligible for any payout with respect to the modified cash flow component of the 2025 STI Plan. Messrs. Lindsay and Vann and Ms. Hair, as general corporate employees, did not participate in the Reporting Segment Modifier; however, Messrs. Bell and Lennox were subject to the International Solutions and North America Solutions Reporting Segment Modifiers, respectively. No bonuses were paid until after the end of fiscal 2025. Target Incentive Ranges Combined base salaries and target annual short-term incentive bonus levels are intended to generally approximate the median level, in aggregate, of the combined base salary and target annual cash bonus levels for similarly situated executives in the Compensation Peer Group. The threshold, target, and reach bonus award opportunities for each of our named executive officers were set as follows:

  56. Elements of Executive Compensation

    If results fall between the threshold and target objectives or the target and reach objectives, then the payout factor is linearly interpolated. These opportunities (as a percentage of base salary) were maintained from the previous two fiscal years as they remained appropriately aligned with competitive market practice in fiscal 2025. The

  57. Elements of Executive Compensation

    | | Company Performance ($MM) | | | | | | | | Performance Measure | Threshold | Target | Reach | Actual | Percent of Target Payout Earned | Times Weighting | Calculated Payout Factor | | 2025 Stand-Alone Plan(1) | | | | | | | | | Modified Cash Flow(2) | $169 | $211 | $241 | $209 | 97.74% | 15.00% | 14.66% | | Strategic Objectives & Integration Planning(3) | Must achieve 2 of 6 objectives | Must achieve 4 of 6 objectives | Must achieve 6 of 6 objectives | 6 | 200.00% | 6.25% | 12.50% | | Safety (with Fatality Override)(4) | 5% reduction in non-mitigated SIF-Potential (SIF-P) and SIF-Actual (SIF-A) events involving LifeBelt breakdowns | | | 14% | 100.00% | 3.75% | 3.75% | | 2025 Stand-Alone Plan Payout Factor | | | | | | | 30.91% |

  58. Elements of Executive Compensation

    | 2025 Stub-Year Plan(1) | | | | | | | | | Modified Cash Flow(5) | $655 | $818 | $1,031 | $695 | 62.27% | 37.50% | 23.35% | | Cost & Synergy Optimization(6) | $25 | $50 | $75 | $58 | 132.00% | 7.50% | 9.90% | | Divestment Strategy(7) | $75 | $100 | $125 | $152 | 200.00% | 5.625% | 11.25% | | Rig Commitments(8) | 2 | 3 | 6 | 0 | —% | 5.625% | —% | | Strategic Objectives & Integration Planning(9) | Must achieve 2 of 4 objectives | Must achieve 3 of 4 objectives | Must achieve 4 of 4 objectives | 4 | 200.00% | 7.50% | 15.00% | | Safety (with Fatality Override)(10) | Legacy H&P: Reduction in non-mitigated SIF-P and SIF-A events involving LifeBelt breakdowns | | | | 166.00% | 11.25% | 18.68% | | | 5% | 5% | 8% | 14% | | | | | | Legacy KCA: 0.22 TRIR(10) | Legacy KCA: 0.19 TRIR | Legacy KCA: 0.16 TRIR | Legacy KCA: 0.27 TRIR | | | | | 2025 Stub-Year Plan Payout Factor | | | | | | | 78.18% | | 2025 STI Plan Payout Factor | | | | | | | 109.09% |

  59. Elements of Executive Compensation

    Revenue less the following expenses from consolidated statements of operations: (a) drilling services operating expenses, excluding depreciation and amortization and (b) selling, general and administrative expenses. Adjusted to account for 2024 STI Plan expense to the extent actual payout exceeded amounts accrued as of September 30, 2024 and certain director stock expenses. (3) The strategic and integration planning objectives for the 2025 Stand-Alone Plan Performance Period required the management team to: (a) execute critical communications for employees and customers related to the Acquisition; (b) modify and implement the Delegation of Authority policy as a consequence of the Acquisition; (c) retain key KCA Deutag employees; (d) effectively manage Company liquidity while executing the Acquisition; and (e / f) execute on a key internal operational and internal informational technology projects. (4) A non-mitigated SIF Potential event is an incident in which there was potential for a life-altering, life-threatening or fatal injury and there was no mitigating intended barrier or control in place. A non-mitigated SIF Actual event is an incident in which there was a life-altering, life-threatening, or fatal injury and there was no mitigating intended barrier or control in place. H&P’s LifeBelts is a program to emphasize simple actions that employees must take to protect themselves and others from SIFs, such as using cell phones in an approved manner, maintaining fall protection when working at heights, establishing and honoring buffer zones and barricades, and observing lock out/tag out procedures. This measure includes a fatality override whereby no funding would be earned under the measure if any employee suffered a fatal operational injury during the 2025 Stand-Alone Plan Performance Period. No employee suffered a fatal operational injury during the 2025 Stand-Alone Plan performance period. (5) Revenue less the following expenses from consolidated statements of operations: (a) drilling services operating expenses, excluding depreciation and amortization and (b) selling, general and administrative expenses. Adjusted to account for a credit loss expense associated with a long-term note receivable, expenses related to the Company’s Voluntary Early Retirement Program, revisions to the amounts accrued as of September 30, 2025 for the 2025 STI Plan, certain director stock expenses, and the exclusion of expenses for an Acquisition related adjustment. (6) Savings identified during the 2025 Stub-Year Performance Period inclusive of short-term cost savings and long-term synergies representing go-forward annual run-rate savings. (7) Reflects potential pre-tax proceeds identified related to the divestment of certain Company assets. (8) Receipt of formal commitments or written indications for certain suspended Saudi rigs to return to service by December 31, 2025. (9) The strategic and integration planning objectives for the 2025 Stub-Year Plan Performance Period required the management team to: (a) retain key legacy KCA Deutag customers; (b) achieve key integration milestones; (c) maintain business continuity through integration process; and (d) effectively execute on capital allocation and expenditure processes. (10) This metric had an overall weighting of 11.25%, which was allocated 83% to Legacy H&P (based on reductions in non-mitigated SIF Potential and SIF Actual events described in footnote (4) above) performance and 17% to legacy KCA Deutag performance (based on improvement in the business’ total recordable incident rate (“TRIR”)). Legacy H&P achieved its reach goal while Legacy KCA Deutag failed to achieve its threshold goal. Each component of this measure includes a fatality override whereby no funding would be earned under the applicable component if any legacy H&P or legacy KCA Deutag employee, as applicable, suffered a fatal operational injury during the 2025 Stub-Year Plan Performance Period. No employee suffered a fatal operational injury during the 2025 Stub-Year Plan Performance Period. Reporting Segment Modifier The following table details the Reporting Segment Modifier established for the 2025 STI Plan, as applied to the International Solutions (to which Mr. Bell is subject) and the North America Solutions (to which Mr. Lennox is subject) segments. If the threshold for the applicable Reporting Segment Modifier was not achieved, the segment is ineligible to receive the modified cash flow weighting of the 2025 STI Plan payout factor.

  60. Elements of Executive Compensation

    | Incentive Performance Range | | | | | | | | | | Gross Margin(1)(2) | | | | | | | | Segment | Threshold ($MM) | Target ($MM) | Reach ($MM) | Actual ($MM) | 2025 STI Plan Payout Factor | Reporting Segment Modifier (+/- 10% of Overall Company STIP Payout Factor) | 2025 STI Plan Modified Payout Factor | | 2025 Stub-Year Plan Payout Modifier | -10% | +0% | +10% | | | | | | International Solutions | 169 | 199 | 300 | 92 | 109.09% | (38.01)% | 71.08% | | North America Solutions | 638 | 751 | 833 | 774 | 109.09% | 2.80% | 111.89% |

  61. Elements of Executive Compensation

    | Executive | Base Salary ($)(1) | Target Bonus Opportunity as % of Salary | 2025 STI Plan Payout Factor | Total STI Plan Award ($) | | John W. Lindsay | 1,190,925 | 120% | 109.09% | 1,559,016 | | J. Kevin Vann | 600,000 | 100% | 109.09% | 654,540 | | Cara M. Hair | 560,000 | 100% | 109.09% | 610,904 | | John R. Bell | 480,000 | 90% | 71.08% | 307,066 | | Michael P. Lennox | 470,000 | 90% | 111.89% | 473,295 |

  62. Elements of Executive Compensation

    (1) Target bonus opportunities under the 2025 STI plan were applied to the base salary levels approved for calendar year 2025. Long-Term Equity Incentive Compensation The 2024 Plan was approved by our stockholders at the Company’s 2024 Annual Meeting of Stockholders and governs all of our stock-based awards granted on or after February 27, 2024. Stock-based awards granted prior to February 27, 2024 are governed by our 2010 Long-Term Incentive Plan (the “2010 Plan”), our 2016 Omnibus Incentive Plan (the “2016 Plan”), or our Amended and Restated 2020 Omnibus Incentive Plan (the “A&R 2020 Plan”). These equity compensation plans allow the Committee to grant stock-based compensation that allows key employees and non-employee Directors to participate in the long-term growth and profitability of the Company, thereby motivating them to increase stockholder value and aligning their interests with those of our stockholders. Equity award levels are determined based on, among other things, market data, and vary among executives based on their positions. Target equity awards are calculated based on an executive’s base pay and the value of our common stock. Under this methodology, which is the same methodology used to determine fiscal 2024 target equity awards, for fiscal 2025, the Committee approved the target value of the annual equity awards as 500% of the CEO’s base salary, 350% of the base salary for Mr. Vann and Ms. Hair and 300% of the base salary for Messrs. Bell and Lennox (in each case based on calendar year 2024 base salary levels then in effect). The Committee arrived at those values in an effort to approximate the median level of compensation paid to similarly situated executives of the companies comprising the Compensation Peer Group. The table below details the fiscal 2025 target long-term equity incentive compensation for each of our named executive officers.

  63. Elements of Executive Compensation

    | NEO | Target Equity Grant as % of Base Salary (%) | Target Value ($) | | John W. Lindsay | 500 | 5,750,000 | | J. Kevin Vann | 350 | 2,030,000 | | Cara M. Hair | 350 | 1,890,000 | | John R. Bell | 300 | 1,395,000 | | Michael P. Lennox | 300 | 1,365,000 |

  64. Elements of Executive Compensation

    During fiscal 2025, the Committee awarded a combination of performance share units and time-based restricted stock to participants. A total of 50% of the target annual grant value was delivered in the form of performance share units and 50% was granted in the form of time-based restricted stock. To determine the actual number of performance share units and restricted shares awarded to a named executive officer, the targeted dollar value of the award was divided by the grant date fair value of a performance share unit or a restricted share, as applicable, in each case determined pursuant to FASB ASC 718 and 820.

  65. Elements of Executive Compensation

    Performance Share Units Performance share units granted to our named executive officers in December 2024 may be earned based on our TSR versus the TSR of a peer group of oil and gas equipment, services, and drilling companies in the S&P 1500 Composite Index over the performance period (“relative TSR”). The peer group for these performance share unit awards consists of the following companies:

  66. Elements of Executive Compensation

    | PSU Peer Group | | | Archrock, Inc. | NOV Inc. | | Baker Hughes Company | Oceaneering International, Inc. | | Bristow Group Inc. | Patterson-UTI Energy, Inc. | | Cactus, Inc. | ProPetro Holding Corp. | | ChampionX Corporation | RPC, Inc. | | Core Laboratories N.V. | Schlumberger Limited | | Halliburton Company | Tidewater Inc. | | Helix Energy Solutions Group, Inc. | Valaris Limited | | Liberty Energy Inc. | Weatherford International plc | | Nabors Industries Ltd. | |

  67. Elements of Executive Compensation

    Each performance share unit award consists of two elements, one based on the Company’s relative TSR over the entire three calendar year performance period and the other divided into annual tranches and determined based on the Company’s one-year relative TSR for each calendar year of the performance period. Including performance periods of one year addresses the cyclical nature of our industry. The portion of the performance share units that is earned based on the Company’s one-year relative TSR for the first and second years of the performance period remains subject to time-based vesting until the conclusion of the three-year term of the performance share unit award. In order to further protect stockholder interests, performance share unit payouts are capped at the target number of shares if the Company’s absolute TSR over the measurement period is negative regardless of how high the Company’s TSR ranks relative to the TSR of its peers. Performance share units granted in December 2024 also include the additional ROIC performance modifier first added to grants in fiscal 2023. Based on the Company’s ROIC performance over a full three-year performance period, the Committee may increase or decrease by 25% the number of units that otherwise would be paid out solely based on the achievement of relative TSR performance. If performance share unit payouts are subject to the negative absolute TSR cap described above, the ROIC adjustment is applied after application of such cap. Additional performance share units are credited based on the amount of cash dividends paid on our common shares divided by the market value of our common shares on the date such dividend is paid. Such dividend equivalents are subject to the same terms and conditions as the underlying award of performance share units and are settled or forfeited in the same manner and at the same time as the performance share units to which they were credited. Performance share units, if earned and vested, are paid in shares of our common stock. The complete payout table before the application of the ROIC performance modifier for the Company’s December 2024 performance share unit awards is shown below:

  68. Elements of Executive Compensation

    | The Company’s TSR Percentile Ranking Relative to the Applicable Peer Group | Vested Percentage of the Subject PSUs (%) | The Company’s Performance Category | | Greater than or Equal to 85th Percentile | 200 | Maximum Performance | | Equal to 75th Percentile | 150 | | | Equal to 65th Percentile | 125 | | | Equal to 55th Percentile | 100 | Target Performance | | Equal to 45th Percentile | 75 | | | Equal to 35th Percentile | 50 | Threshold Performance | | Less than 35th Percentile | 0 | Below Threshold Performance |

  69. Elements of Executive Compensation

    The vested percentage of PSUs is interpolated on a straight-line basis for performance between the relative rankings shown above. Target Performance Share Units Granted The table below details the target performance share units granted to each of our named executive officers in the last three fiscal years.

  70. Elements of Executive Compensation

    | NEO | 2025 Target PSUs Awarded(1) | 2025 Grant Date Value ($) | 2024 Target PSUs Awarded(2) | 2024 Grant Date Value ($) | 2023 Target PSUs Awarded(3) | 2023 Grant Date Value ($) | | John W. Lindsay | 76,921 | 2,874,967 | 69,551 | 2,771,941 | 48,616 | 2,639,904 | | J. Kevin Vann | 27,156 | 1,014,972 | — | — | — | — | | Cara M. Hair | 25,282 | 944,931 | 19,382 | 772,467 | 13,534 | 734,914 | | John R. Bell | 18,659 | 697,395 | 16,935 | 674,940 | 11,324 | 614,905 | | Michael P. Lennox | 18,259 | 682,444 | 16,558 | 659,920 | 10,770 | 584,828 |

  71. Elements of Executive Compensation

    (1) Granted December 2024. (2) Granted December 2023. (3) Granted December 2022. Performance Share Units Earned Of the performance share units eligible to be earned based on performance through December 31, 2025, no portion of the one-year TSR awards granted in December 2022, December 2023 or December 2024 were earned, and based on our three-year TSR performance, none of the performance units granted in December 2022 were earned. Restricted Stock One of the primary objectives of our compensation program is to attract and retain qualified executives and other employees whose knowledge and skill-sets provide us with a competitive advantage over the volatile market cycles in our industry. Awards of restricted stock improve our employee retention and help ensure that our compensation packages remain competitive with those offered by our peers. The value of restricted stock awards remains tied to the performance of the Company’s stock, aligning the interests of executives and other employees with those of our stockholders and incentivizing award recipients to ensure that the Company performs well throughout the award’s vesting period and for as long as they hold the vested stock. Grants of restricted stock made in December 2024 vest ratably over three years, subject to the recipient’s continued service through each of the applicable vesting dates. During the restricted period, the recipient receives quarterly cash dividends and has the right to vote the restricted shares. Unvested restricted stock is generally forfeited if the recipient leaves the Company. The table below details the number and value of restricted shares granted to each named executive officer in December 2024.

  72. Elements of Executive Compensation

    Actions Pertaining to Fiscal 2026 Compensation In connection with their respective promotions, Messrs. Bell and Lennox’s base salaries were each increased to $560,000 and each received an award on October 1, 2025, of 43,271 restricted shares with a grant date value of $1 million. On this same date, Ms. Hair also received an award of 43,271 restricted shares with a grant date value of $1 million in recognition of her performance and to further align her compensation with stockholder interests. Such awards are subject to cliff vesting and vest in full on the three-year anniversary of the date of grant. Additionally, the Committee simplified the design of the Company’s STI Plan for fiscal 2026 to remove the strategic objectives component and focus on adjusted EBITDA, free cash flow, rig reactivations in the Eastern Hemisphere, and safety. Weightings for the metrics were rebalanced as follows: adjusted EBITDA, 50%; free cash flow, 20%; Eastern Hemisphere land rig additions, 10%; and safety, 20%. Finally, the Committee maintained the reporting segment modifier introduced in fiscal 2025. Retirement Pension Plans Prior to October 1, 2003, most of the Company’s full-time employees, including Mr. Lindsay and Mr. Bell, participated in our qualified Employee Retirement Plan (the “Pension Plan”). Mr. Lindsay also participated in our non-qualified Supplemental Pension Plan. Effective October 1, 2003, we revised both the Pension Plan and the Supplemental Pension Plan to close the plans to new participants and reduced benefit accruals for current participants through September 30, 2006, at which time benefit accruals were discontinued and the plans were frozen. The fiscal 2025 year-end present value of accumulated benefits under the Pension Plan and Supplemental Pension Plan for participating named executive officers is shown in the table under “Pension Benefits for Fiscal 2025” below. Savings Plans Our 401(k)/Thrift Plan (the “Savings Plan”) is a qualified savings plan pursuant to which most employees paid in U.S. dollars, including each of our named executive officers, are eligible to contribute on a before-tax and/or, after-tax or a combination of both, basis the lesser of up to 75% of their annual compensation or the dollar limit prescribed annually by the Internal Revenue Service (the “IRS”). We match 100% of the first 5% of cash compensation that is contributed to the Savings Plan subject to IRS annual compensation limits ($350,000 for 2025). All employee contributions are immediately vested and matching contributions are subject to a three-year graded vesting schedule based on service to the Company. In addition to the Savings Plan, our named executive officers and certain other eligible employees can participate in the Supplemental Savings Plan, which is a non-qualified deferred compensation plan. A participant can contribute between 1% and 40% of the participant’s cash compensation to the Supplemental Savings Plan on a before-tax basis. If the participant has not received the full Company match of the first 5% of pay in the Savings Plan, then the Company will contribute the balance of the match based on amounts the eligible employee contributed to the Supplemental Savings Plan. The table under “Nonqualified Deferred Compensation for Fiscal 2025” below contains additional Supplemental Savings Plan information for our named executive officers. Other Benefits Our named executive officers are provided with other benefits, including relocation benefits and perquisites such as financial planning services, annual physicals, concierge medical benefits, supplemental life insurance, long-term disability coverage, and digital identity protection services, that the Company and the Committee believe are reasonable and appropriate to promote the health and well-being of these officers. The Committee annually reviews the levels of these benefits provided to our named executive officers. For tax purposes, imputed income is assessed to each named executive officer based on his or her level of covered benefit. The Company does not provide tax gross-ups on these amounts.

  73. Clawback Rights

    Clawback Rights We are dedicated to performing with integrity and promoting accountability. We believe the Company must have the ability to recover incentive-based compensation (including both time- and performance-based equity awards) paid to executive officers and key employees in circumstances when they have engaged in misconduct or in the event that the Company is required to prepare a restatement of our financial statements, regardless of whether the restatement is required due to employee misconduct. As a result, we have policies and provisions addressing recoupment of bonus and equity compensation from executive officers and certain other key employees. These policies and rights are summarized below. Rule 10D-1 Clawback Policy H&P maintains a clawback policy that is intended to comply with, and will be administered and interpreted consistent with, listing standards adopted by the New York Stock Exchange implementing the SEC’s Exchange Act Rule 10D-1 (the “Rule 10D-1 Clawback Policy”). Under the Rule 10D-1 Clawback Policy, in the event the Company is required to prepare an accounting restatement due to the Company’s material non-compliance with any financial reporting requirement under the federal securities laws, the Company will recover the amount of any applicable incentive-based compensation received by current and former executive officers of the Company during the applicable recovery period (generally the prior three completed fiscal years) that exceeds the amount that otherwise would have been received had it been determined based on the restated financial statements. Senior Leader Recoupment Policy H&P also maintains a clawback policy applicable to employees of the Company at the level of vice president and above. Under this policy, the Board may recoup time and performance-based equity- and cash-based incentive compensation in the event of employee misconduct, including fraud, embezzlement, breach of fiduciary duty, material act of dishonesty or material misrepresentation, willful violation of law, or any material violation of Company policy, including our Code of Business Conduct and Ethics. Clawback Provisions Applicable to all Employees Receiving Equity Awards If the Committee reasonably believes that a participant under our 2010 Plan, 2016 Plan, A&R 2020 Plan, or the 2024 Plan (collectively the “Plans”) has committed certain acts of misconduct, including fraud, embezzlement, or deliberate disregard of our rules or policies, that may reasonably be expected to result in damage to us, the Committee may cancel all or part of any outstanding award under the Plans whether or not vested or deferred. Additionally, if the misconduct occurs during a fiscal year in which there was also an exercise or settlement of an award under the Plans, the Committee may recoup any value received from such award.

  74. Equity Grant Practices

    Equity Grant Practices The Committee typically grants annual stock-based awards to eligible employees, including the named executive officers, at its meeting in December after the end of each fiscal year and after the Company’s 10-K for the year has been filed. The Committee selected this time period for review of executive compensation since it coincides with executive performance reviews and allows the Committee to receive and consider final fiscal year financial information. Stock-based awards are generally granted to non-employee Directors after the annual meeting of stockholders. Newly-hired employees or newly-appointed Directors may also be considered for stock-based awards at the time they join the Company. Occasional exceptions to this policy may occur in connection with promotions or as dictated by retention considerations or market factors. The Company has not granted stock options since fiscal 2018 and does not time the disclosure of material nonpublic information for the purpose of affecting the value of executive compensation.

  75. Equity Grant Practices

    | 2026 Proxy Statement | 59 |

  76. Potential Payments Upon Change-in-Control or Termination

    Potential Payments Upon Change-in-Control or Termination Change-In-Control We have entered into change-in-control agreements with our named executive officers and certain other key employees. These agreements are entered into in recognition of the importance to us and our stockholders of avoiding the distraction and loss of key management personnel that may occur in connection with a rumored or actual change-in-control of the Company. These agreements contain a “double trigger” provision whereby no benefits will be paid to an executive unless both a change-in-control has occurred and the executive’s employment is terminated in connection with or after the change-in-control. We believe this arrangement appropriately balances Company interests and the interests of executives since we make no payments unless a termination of employment occurs. More specifically, if we terminate a named executive officer’s employment within 24 months after a change-in-control other than for cause, disability, or death, or if any of our named executive officers terminates his or her employment for good reason within 24 months after a change-in-control (as such terms are defined in the change-in-control agreement), any unvested benefits under our Supplemental Savings Plan and Supplemental Pension Plan and any unvested options, restricted stock, restricted share units, or performance share units granted to any of the named executive officers will fully vest and we will be required to pay or provide: • a lump sum payment equal to the sum of three (3) times the current base salary and the greater of the previous year’s annual bonus or target annual bonus for the year of termination for the CEO and the sum of two (2) times the current base salary and the greater of the previous year’s annual bonus or target annual bonus for the year of termination for the other named executive officers; • 24 months of benefit continuation; • a prorated annual bonus payable in one lump sum (calculated based on the greater of the previous year’s annual bonus or target annual bonus for the year of termination); • up to $7,500 for out-placement counseling services; and • a lump sum payment of any accrued vacation pay and base salary through the termination date. Other than accrued vacation and base salary amounts, the above-referenced payments and benefits will be provided only if a named executive officer executes and does not revoke a release of claims in the form attached to the change-in-control agreement. No tax gross-ups are provided on payments made under these agreements. These agreements are automatically renewed for successive two-year periods unless terminated by us. For more information regarding post-termination payments that we may be required to make to named executive officers in the event of a change-in-control, see the table under “Potential Payments Upon Change-in-Control”. Similar to our change-in-control agreements, our 2016 Plan, A&R 2020 Plan, and 2024 Plan contain a “double trigger” provision whereby unvested restricted shares, and performance share units will vest in the event of a change-in-control and the executive’s employment is subsequently terminated by the Company without cause or by the executive for good reason (as such terms are defined nearly identically in the applicable Plan) within 24 months following the change-in-control. The potential value of the acceleration of vesting of restricted shares, and performance share units upon a change-in-control is reflected in the table under “Potential Payments Upon Change-in-Control.” Other Termination Payments The Supplemental Pension Plan and Supplemental Savings Plan described above and quantified in the tables under “Pension Benefits for Fiscal 2025” and “Nonqualified Deferred Compensation for Fiscal 2025” below provide for potential payments to named executive officers upon termination of employment other than in connection with a change-in-control. In addition, award agreements under the A&R 2020 Plan and 2024 Plan provide for accelerated vesting of unvested restricted stock and the target value of unvested performance share units upon an executive’s death.

  77. Potential Payments Upon Change-in-Control or Termination

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  78. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | Name and Principal Position | Year | Salary(1) ($) | Stock Awards(2) ($) | Non-Equity Incentive Plan Compensation(3) ($) | Change in Pension Value and Nonqualified Deferred Compensation Earnings(4) ($) | All Other Compensation(5) ($) | Total ($) | | John W. Lindsay, Chief Executive Officer | 2025 | 1,179,909 | 5,749,957 | 1,559,016 | — | 521,917 | 9,010,799 | | | 2024 | 1,138,909 | 5,543,919 | 2,143,416 | 4,676 | 506,690 | 9,337,610 | | | 2023 | 1,094,586 | 5,279,880 | 1,642,709 | — | 578,788 | 8,595,963 | | J. Kevin Vann, Senior Vice President and Chief Financial Officer | 2025 | 594,616 | 2,029,938 | 654,540 | — | 81,167 | 3,360,261 | | | 2024 | 78,077 | — | 140,297 | — | 2,484 | 220,858 | | Cara M. Hair, Senior Vice President, Corporate Services and Chief Legal and Compliance Officer | 2025 | 554,619 | 1,889,929 | 610,904 | — | 152,910 | 3,208,362 | | | 2024 | 533,270 | 1,544,963 | 838,728 | — | 153,354 | 3,070,315 | | | 2023 | 508,270 | 1,469,898 | 635,819 | — | 164,220 | 2,778,207 | | John R. Bell, Executive Vice President of Eastern Hemisphere Land | 2025 | 487,475 | 1,394,870 | 307,066 | 18,086 | 329,268 | 2,536,765 | | | 2024 | 460,962 | 1,349,927 | 650,014 | 7,354 | 150,855 | 2,619,112 | | | 2023 | 439,232 | 1,229,870 | 500,013 | — | 161,249 | 2,330,364 | | Michael P. Lennox, Executive Vice President of Western Hemisphere Land | 2025 | 465,963 | 1,364,933 | 473,295 | — | 137,070 | 2,441,261 | | | 2024 | 450,962 | 1,319,895 | 636,035 | — | 130,911 | 2,537,803 | | | 2023 | 426,539 | 1,169,788 | 488,902 | — | 142,589 | 2,227,818 |

  79. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    (1) The amounts included in this column reflect salaries paid during fiscal 2025, 2024, and 2023. Annual salary adjustments, if any, become effective at the beginning of each calendar year. Thus, the salary reported above for a fiscal year is the sum of the named executive officer’s salary paid for the last three months of a calendar year plus the first nine months of the following calendar year. (2) This column represents the aggregate grant date fair value under ASC Topic 718 for performance share units and restricted stock awards granted during fiscal 2025, 2024, and 2023, without taking into account estimated forfeitures. All grants were made pursuant to the 2024 Plan and the A&R 2020 Plan. For additional information on the valuation assumptions used in these calculations, refer to Note 11, “Stock-Based Compensation,” to our Consolidated Financial Statements for the fiscal year ended September 30, 2025, included in the 2025 Form 10-K. These amounts reflect an accounting expense and do not correspond to the actual value that may be realized by the named executive officers. The grant date fair value of performance share units are reflected in the table above based on the probable outcome of the applicable performance objectives at grant. The maximum possible grant date value for performance share units granted in fiscal 2025, based on maximum achievement of the applicable performance objectives as well as a 25% increase based on the ROIC modifier, is shown below for each named executive officer:

  80. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | John W. Lindsay | $6,624,821 | J. Kevin Vann | $2,338,811 | Cara M. Hair | $2,177,412 | | John R. Bell | $1,607,006 | Michael P. Lennox | $1,572,556 | | |

  81. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    (3) The amounts included in this column reflect amounts paid under our STI Plan based on annual performance measured against pre-established objectives whose outcome was uncertain at the time the award opportunities were communicated to the named executive officers. The bonus award opportunities, performance metrics, and performance metric weightings for determining bonus amounts for fiscal 2025 are described above in the CD&A under “Elements of Executive Compensation — Performance-Based Compensation Components — Annual Short-Term Incentive Bonus Plan.” The amounts included in this column reflect the aggregate positive change in the actuarial present value of the accumulated benefit of each applicable named executive officer under our Pension Plan and our Supplemental Pension Plan. The actuarial present value calculation for fiscal 2025 for Mr. Lindsay, who is retirement eligible, is based on an immediate annuity (with an assumed retirement date of September 30, 2025) and resulted in a negative change in value of ($22,662) which is not reflected above in accordance with the SEC rules, whereas the present value calculation for fiscal 2025 for Mr. Bell, who is not retirement eligible, is based on a deferred annuity (with

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  83. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    an assumed retirement age of 61) and resulted in a positive change in value of $18,086. None of Messrs. Vann, or Lennox, or Ms. Hair are participants in either the Pension Plan or the Supplemental Pension Plan. “All other compensation” for fiscal 2025 includes the following: • Our matching contribution to the Savings Plan on behalf of each named executive officer as follows:

  84. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | John W. Lindsay | $17,500 | J. Kevin Vann | $22,971 | Cara M. Hair | $17,500 | | John R. Bell | $17,500 | Michael P. Lennox | $18,851 | | |

  85. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    • Our matching contribution to the nonqualified Supplemental Savings Plan on behalf of each named executive officer as follows:

  86. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | John W. Lindsay | $148,447 | J. Kevin Vann | $— | Cara M. Hair | $43,123 | | John R. Bell | $38,919 | Michael P. Lennox | $37,273 | | |

  87. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    • Dividends on restricted stock as follows:

  88. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | John W. Lindsay | $153,950 | J. Kevin Vann | $22,097 | Cara M. Hair | $45,946 | | John R. Bell | $37,123 | Michael P. Lennox | $36,006 | | |

  89. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    • Supplemental life and long-term disability premiums as follows:

  90. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | John W. Lindsay | $17,379 | J. Kevin Vann | $8,246 | Cara M. Hair | $7,455 | | John R. Bell | $10,085 | Michael P. Lennox | $6,224 | | |

  91. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    • For Mr. Lindsay, the amount reported includes $116,355 for personal use of the Company’s aircraft. The value shown for personal use of the aircraft is the aggregate incremental cost to us of such use, which is calculated based on the variable operating costs for personal flights, including items such as fuel costs, repairs, meals, professional services, travel expenses and licenses and fees. Fixed costs that do not change based on usage, such as the cost of aircraft, pilot salaries, insurance, rent, and other fixed costs, were not included. The amount reported includes the variable costs of “deadhead” flights to the extent related to personal use and is reduced by any reimbursements to us. Mr. Lindsay’s personal use of the aircraft is consistent with the Company’s aircraft use policy described in the CD&A under “Elements of Executive Compensation — Other Benefits — Company Aircraft.” • Our contributions toward club memberships, event tickets, financial planning services, annual physicals, and concierge medical benefits. The values of these personal benefits are based on the aggregate incremental cost to us and are not individually quantified because none of them individually exceeded the greater of $25,000 or 10% of the total amount of perquisites and personal benefits for each named executive officer. • A cash benefit payable to all employees with 25 years or more of service, equal to one week’s salary, which was paid to Mr. Lindsay in the amount of $22,902 and to Mr. Bell in the amount of $9,231. For Mr. Bell, the amount reported includes $183,119 in relocation benefits provided in connection with his required relocation as a result of the Acquisition.

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  93. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    Grants of Plan-Based Awards in Fiscal 2025 As described in the CD&A under “Elements of Executive Compensation Components — Performance-Based Compensation Components,” we provide incentive award opportunities to executives, designed to reward both short-term and long-term business performance and create a close alignment between the interests of our executives and those of our stockholders. The following table provides information on non-equity incentive plan awards, performance share units and restricted stock granted in fiscal 2025 to each of our named executive officers. Although the grant date fair value is shown in the table for the awards of performance share units and restricted stock, there can be no assurance that these values will actually be realized during the terms of these awards.

  94. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | Name | Grant Date | Estimated Possible Payouts Under Non-Equity Incentive Plan Awards(1) | | | Estimated Future Payouts Under Equity Incentive Plan Awards(2) | | | All Other Stock Awards: Number of Shares of Stock or Units(3) (#) | Grant Date Fair Value of Stock Awards(4) ($) | | | | Threshold ($) | Target ($) | Maximum ($) | Threshold (#) | Target (#) | Maximum (#) | | | | John W. Lindsay | | 714,555 | 1,429,110 | 2,858,220 | | | | | | | | 12/11/2024 | | | | 28,845 | 76,921 | 192,302 | | 2,874,967 | | | 12/11/2024 | | | | | | | 83,454 | 2,874,990 | | J. Kevin Vann | | 300,000 | 600,000 | 1,200,000 | | | | | | | | 12/11/2024 | | | | 10,183 | 27,156 | 67,890 | | 1,014,972 | | | 12/11/2024 | | | | | | | 29,462 | 1,014,966 | | Cara M. Hair | | 280,000 | 560,000 | 1,120,000 | | | | | | | | 12/11/2024 | | | | 9,480 | 25,282 | 63,205 | | 944,931 | | | 12/11/2024 | | | | | | | 27,431 | 944,998 | | John R. Bell | | 216,000 | 432,000 | 864,000 | | | | | | | | 12/11/2024 | | | | 6,996 | 18,659 | 46,647 | | 697,395 | | | 12/11/2024 | | | | | | | 20,246 | 697,475 | | Michael P. Lennox | | 211,500 | 423,000 | 846,000 | | | | | | | | 12/11/2024 | | | | 6,846 | 18,259 | 45,647 | | 682,444 | | | 12/11/2024 | | | | | | | 19,811 | 682,489 |

  95. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    (1) The amounts in these columns reflect the threshold, target, and maximum potential payout for each named executive officer under our 2025 STI Plan. For each named executive officer, the amounts are based on salaries in effect as of January 1, 2025, which is the basis for determining the actual payments to be made subsequent to fiscal year-end. The potential payouts were at risk, as they were conditioned on, and driven by achievement of Company performance objectives. The performance measures and bonus opportunities for determining payout under our 2025 STI Plan are described above in the CD&A under “Elements of Executive Compensation Components — Performance-Based Compensation Components — Annual Short-Term Incentive Bonus Plan.” The actual earned payouts for each named executive officer under our 2025 STI Plan are included in the Summary Compensation Table under the “Non-Equity Incentive Plan Compensation” column. (2) The amounts in these columns reflect the threshold, target, and maximum number of shares issuable with respect to performance share units granted in December 2024. The performance share units are settled in shares of common stock, in an amount from 0% to 200% of the target number of units awarded, based on the Company’s relative TSR with such result adjusted further by +/- 25% based on an additional ROIC performance modifier over a three-year period. Each performance share unit award consists of two elements, one based on the Company’s relative TSR over the entire three-year performance period (January 1, 2025 to December 31, 2027) and the other divided into annual tranches and determined based on the Company’s one-year relative TSR for each calendar year of the performance period. The portion of the performance share units that is earned based on the Company’s one-year relative TSR for the first and second years of the performance period remains subject to time-based vesting until the conclusion of the three-year term of the performance share unit award. Additional performance share units are credited based on the amount of cash dividends paid on our common stock divided by the market value of our common stock on the date such dividend is paid. Such dividend equivalents are subject to the same terms and conditions as the underlying performance share units and are settled or forfeited in the same manner and at the same time as the performance share units to which they were credited; such potential dividend equivalents are not included in the table above. The amounts included in this column reflect the shares of restricted stock granted in fiscal 2025 to the named executive officers. The awards vest ratably in three equal annual installments, beginning on the one-year anniversary of the grant date. Dividends are paid on the restricted stock at the same rate applicable to other holders of our common stock.

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  97. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    This column represents the grant date fair value under FASB ASC Topic 718 for performance share units and restricted stock granted during fiscal 2025, without taking into account estimated forfeitures. The grant date fair value for performance share units granted during fiscal 2025 is reflected in this column based on the probable outcome with respect to the applicable performance objectives at grant. For additional information on the valuation assumptions, refer to note 11, “Stock-Based Compensation,” in our 2025 Form 10-K. These amounts reflect an accounting expense and do not correspond to the actual value that may be realized by the named executive officers. Outstanding Equity Awards at Fiscal 2025 Year-End The following table provides information on the current holdings of stock options (all of which are vested and exercisable), performance share units, and restricted stock by the named executive officers at September 30, 2025. Such holdings are reflected in each row below on an award-by-award basis. The vesting schedule for each award that has not fully vested is shown in the footnotes to this table. For additional information about the performance share unit and restricted stock awards granted in fiscal 2025, see the description of such awards in the CD&A under “Elements of Executive Compensation — Performance-Based Compensation Components — Long-Term Equity Incentive Compensation.”

  98. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | Executive | Option Awards | | | | Stock Awards | | | | | | | | Grant Date | Number of Securities Underlying Unexercised Options Exercisable (#) | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested (#) | | Market Value of Shares or Units of Stock That Have Not Vested(3) ($) | | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested(4) (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested(3) ($) | | | | | | | RSAs(1) | PSUs(2) | RSAs | PSUs | | | | John W. Lindsay | 11/30/2015 | 185,000 | 58.25 | 11/30/2025 | | | | | | | | | 12/5/2016 | 96,594 | 81.31 | 12/5/2026 | | | | | | | | | 12/4/2017 | 185,811 | 58.43 | 12/4/2027 | | | | | | | | | 12/9/2022 | | | | 19,709 | 8,727 | 435,372 | 192,779 | 17,633 | 389,513 | | | 12/6/2023 | | | | 52,440 | 11,742 | 1,158,400 | 259,381 | 37,651 | 831,711 | | | 12/11/2024 | | | | 83,454 | — | 1,843,499 | — | 54,115 | 1,195,400 | | J. Kevin Vann | 12/11/2024 | — | — | — | 29,462 | — | 650,816 | — | 19,103 | 421,985 | | Cara M. Hair | 11/30/2015 | 31,000 | 58.25 | 11/30/2025 | | | | | | | | | 12/5/2016 | 19,026 | 81.31 | 12/5/2026 | | | | | | | | | 12/4/2017 | 38,851 | 58.43 | 12/4/2027 | | | | | | | | | 12/9/2022 | | | | 5,487 | 2,429 | 121,208 | 53,657 | 4,908 | 108,418 | | | 12/6/2023 | | | | 14,614 | 3,271 | 322,823 | 72,256 | 10,492 | 231,768 | | | 12/11/2024 | | | | 27,431 | — | 605,951 | — | 17,784 | 392,849 | | John R. Bell | 11/30/2015 | 41,000 | 58.25 | 11/30/2025 | | | | | | | | | 12/5/2016 | 22,485 | 81.31 | 12/5/2026 | | | | | | | | | 12/4/2017 | 43,919 | 58.43 | 12/4/2027 | | | | | | | | | 12/9/2022 | | | | 4,591 | 2,032 | 101,415 | 44,887 | 4,106 | 90,702 | | | 12/6/2023 | | | | 12,770 | 2,859 | 282,089 | 63,155 | 9,167 | 202,499 | | | 12/11/2024 | | | | 20,246 | — | 447,234 | — | 13,124 | 289,909 | | Michael P. Lennox | 11/30/2015 | 8,400 | 58.25 | 11/30/2025 | | | | | | | | | 12/4/2017 | 35,012 | 58.43 | 12/4/2027 | | | | | | | | | 12/9/2022 | | | | 4,367 | 1,933 | 96,467 | 42,700 | 3,906 | 86,284 | | | 12/6/2023 | | | | 12,486 | 2,795 | 275,816 | 61,742 | 8,962 | 197,971 | | | 12/11/2024 | | | | 19,811 | — | 437,625 | — | 12,844 | 283,724 |

  99. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    (1) Unvested restricted shares that vest as follows:

  100. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | Grant Date | Vesting Schedule | | 12/9/2022 | fully vest on 12/9/2025 | | 12/6/2023 | ratably on each of the following dates: 12/6/2025, 12/6/2026 | | 12/11/2024 | ratably on each of the following dates: 12/11/2025, 12/11/2026, 12/11/2027 |

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  102. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    Performance share units determined eligible to vest based on the Company’s one-year relative TSR for 2023 (in the case of performance share units granted on December 9, 2022) and for 2024 (in the case of performance share units granted on December 9, 2022 and December 6, 2023) that remain subject to time-based vesting (including dividend equivalents accumulated thereon) as follows:

  103. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | Grant Date | Vesting Schedule | | 12/9/2022 | fully vest on 12/31/2025 | | 12/6/2023 | fully vest on 12/31/2026 |

  104. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    (3) The aggregate market value is based on the closing market price of our common stock of $22.09 on September 30, 2025, the last trading day of fiscal 2025. (4) Unvested performance share units that remained subject to performance conditions as follows: (i) the vesting of the performance share units granted on December 9, 2022 remained subject to achievement of a one-year relative TSR goal for 2025; (ii) the vesting of the performance share units granted on December 6, 2023 remained subject to achievement of one-year relative TSR goals for 2025 and 2026; and (iii) the vesting of the performance share units granted on December 11, 2024 remained subject to achievement of one-year relative TSR goals for 2025, 2026, and 2027. All of these performance share units also remained subject to the Company’s relative TSR over the entire three-year performance period applicable to each grant, as well as the application of the +/- 25% ROIC modifier. The amounts in this column are reported at threshold payout for active periods and target payout for periods not yet begun. For both, this includes dividend equivalents accumulated thereon. Performance share units that remain subject to performance conditions may be determined to be eligible to vest in amounts that are lower or greater than target payout amounts. On January 12, 2025, the Committee certified the achievement of the performance criteria applicable to the performance share units granted on December 9, 2022 and approved a +25% ROIC modifier resulting in the vesting of 11,003 units, 3,062 units, 2,562 units, and 2,436 units for each of Mr. Lindsay, Ms. Hair, Mr. Bell, and Mr. Lennox, respectively. All vested units were settled in shares of common stock. Stock Vested in Fiscal 2025 The following table provides additional information about shares acquired upon the vesting of stock awards, including the value realized, during fiscal 2025 by the named executive officers. None of the named executive officers exercised any stock options during fiscal 2025. Mr. Vann held no stock awards that vested during fiscal 2025.

  105. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | | Stock Awards | | | Name | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting(1) ($) | | John W. Lindsay | 180,551 | 6,396,609 | | Cara M. Hair | 48,910 | 1,731,926 | | John R. Bell | 42,916 | 1,520,197 | | Michael P. Lennox | 39,218 | 1,387,713 |

  106. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    (1) The value realized on vesting is calculated using the closing market price of our common stock on the relevant vesting dates. Pension Benefits for Fiscal 2025 The Pension Benefits table below sets forth the fiscal 2025 year-end present value of accumulated benefits payable to each of our named executive officers who participate in our Pension Plan and our Supplemental Pension Plan. Effective October 1, 2003, we revised both the Pension Plan and the Supplemental Pension Plan to close the plans to new participants and reduced benefit accruals for current participants through September 30, 2006, at which time benefit accruals were discontinued and the plans were frozen. Ms. Hair and Messrs. Vann and Lennox are not participants under either the Pension Plan or the Supplemental Pension Plan. Mr. Bell is not eligible for the Supplemental Pension Plan. The pension benefit under our Pension Plan for the period between October 1, 1989 and September 30, 2003, is calculated pursuant to the following formula: Compensation earned between October 1, 1989 and September 30, 2003 x 1.5% = Annual Pension Benefit. The pension benefit for the period commencing October 1, 2003 through September 30, 2006 is calculated as follows: Compensation earned between October 1, 2003 and September 30, 2006 x 0.75% = Annual Pension Benefit.

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  108. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    Pension benefits are determined based on compensation received throughout a participant’s career. “Compensation” includes salary, bonus, vacation pay, sick pay, elective deferrals to our Savings Plan, and Section 125 “cafeteria plan” contributions. The Pension Plan benefit formulas are the same for all employees, with long-serving employees who participated in the plan prior to October 1, 1989 having accrued an additional benefit with respect to those prior periods of service based on legacy plan benefit formulas. Therefore, retirement benefits for executives are calculated in the same manner as for other employees. A normal retirement benefit is available under our Pension Plan if the employee retires at age 65 with at least five years of credited service or is otherwise fully vested. The “normal retirement date” is the first day of the month coincident with or next following the later of (i) normal retirement age (age 65) and (ii) the fifth anniversary of the employee’s participation in the Pension Plan. An employee can take early retirement once the employee has reached age 55 and has completed at least 10 years of credited service. The amount of the early retirement benefit payment is reduced if the employee retires prior to age 62 and immediately begins receiving payments. The reduction in the annual benefit amount is 6% for each year (1/2 of 1% for each month) that the employee’s early retirement benefit payments start prior to age 62. The Pension Plan provides unreduced benefits for early retirement after the employee reaches age 62 and has at least 10 years of credited service, which will be calculated in the same manner as the benefit for an employee that retires at age 65 with at least five years of service. A further reduced vested benefit is available if the employee terminates employment before early or normal retirement and has five or more years of credited service. The employee may choose among alternative forms of retirement income payment after the employee becomes eligible to retire on his or her normal retirement date or early retirement date, as the case may be. Optional forms of payment include a single life annuity (which is an unreduced monthly pension for the rest of the employee’s life), a Joint & Survivor Annuity (which is a reduced monthly pension during the employee’s lifetime with payments, depending on the employee’s election, of 50%, 75%, or 100% of the monthly pension continuing to the employee’s spouse for the rest of the spouse’s life), a guaranteed certain benefit option (which is a reduced monthly pension with payments guaranteed for 10 years and if the employee dies before the end of this period, the employee’s beneficiary will receive the payments through the end of this period) or a lump-sum (a one-time only lump sum payment, based on the present value of the monthly benefits that would have been expected to be paid for the employee’s lifetime — no survivor benefits are payable under this option). The Supplemental Pension Plan benefit payable to the employee is the difference between the monthly amount of our Pension Plan benefit to which the employee would have been entitled if such benefit were computed without giving effect to the limitations on benefits imposed by application of Sections 415 and 401(a)(17) of the Internal Revenue Code, and the monthly amount actually payable to the employee under our Pension Plan at the applicable point in time. The benefit amount is computed as of the employee’s date of termination with the Company in the form of a straight life annuity payable over the employee’s lifetime (calculated in the same manner as the Pension Plan) assuming payment was to commence at the employee’s normal retirement date. The employee will be paid in the form of a lump sum payment or an annual installment payable over a period of two to 10 years as designated by the employee. The employee’s form of payment election under the Pension Plan will not affect the payment form under the Supplemental Pension Plan. Payment under the Supplemental Pension Plan will commence within 30 days of the later of the first business day of the seventh month following the employee’s separation from service or the age (between age 55 and 65) specified on the employee’s election form. However, in the event of death, payment will be made within 30 days of the date of death.

  109. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | Name | Plan Name | Number of Years Credited Service (#)(1) | Present Value of Accumulated Benefit ($)(2) | Payments During Last Fiscal Year ($) | | John W. Lindsay | Pension Plan | 19 | 370,771 | — | | | Supplemental Pension Plan | 19 | 59,965 | — | | John R. Bell | Pension Plan | 8 | 70,727 | — |

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  111. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    Reflects years of credited service as of September 30, 2006, which was the date accruals under the Pension Plan and the Supplemental Pension Plan were frozen. Each of the named executive officers in this table has 19 additional years of service with the Company after that date. (2) The actuarial present value calculation for fiscal 2025 for Mr. Lindsay, who is retirement eligible, is based on an immediate annuity (with an assumed retirement date of September 30, 2025), whereas the present value calculation for Mr. Bell, who is not retirement eligible, is based on a deferred annuity (with an assumed retirement age of 61). The lump-sum assumptions with respect to the Supplemental Pension Plan are consistent with those described in the 2025 Form 10-K. Mr. Bell would be eligible to receive a benefit any time after attaining age 55 upon his termination of employment. Depending on his age at termination, he would be eligible to receive either a reduced early retirement benefit or an actuarial reduced early deferred vested benefit on or after age 55. Nonqualified Deferred Compensation for Fiscal 2025 Pursuant to our Supplemental Savings Plan, a participant can contribute between 1% and 40% of their combined base salary and bonus to the Supplemental Savings Plan on a before-tax basis. If the participant has not received the full Company match of the first 5% of pay in the qualified Savings Plan, then the balance of the match will be contributed to the Supplemental Savings Plan. With the exception of one stable value fund, the investment fund selections are identical in both the qualified Savings Plan and the Supplemental Savings Plan. Unless previously distributed according to the terms of a scheduled in-service withdrawal, a participant’s account will become payable at the time and in the form selected by the participant upon the earlier to occur of a participant’s separation from service, a participant’s disability, a change-in-control or the participant’s death. A participant may select payment in the form of a single lump sum payment or annual installment payments payable over a period of two to 10 years. The following table summarizes the named executive officers’ benefits under our Supplemental Savings Plan for fiscal 2025.

  112. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | Name | Executive Contributions for FY 2025(1) ($) | Registrant Contributions for FY 2025(1) ($) | Aggregate Earnings in Last FY 2025(2) ($) | Aggregate Withdrawals / Distributions ($) | Aggregate Balance at Last FYE(3) ($) | | John W. Lindsay | 167,312 | 148,447 | 389,639 | 177,086 | 3,731,442 | | J. Kevin Vann | — | — | — | — | — | | Cara M. Hair | 31,470 | 43,123 | 125,609 | — | 899,358 | | John R. Bell | 51,147 | 38,919 | 42,830 | 52,452 | 376,580 | | Michael P. Lennox | 47,612 | 37,273 | 99,259 | — | 771,397 |

  113. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    (1) The amounts reflected as Registrant Contributions above are included in the Summary Compensation Table under the “All Other Compensation” column. Executive Contributions reflected above are made monthly during the fiscal year and are based on the employee’s elected deferral percentage rate. Registrant Contributions are made at the end of the calendar year following the end of the fiscal year. These contributions are based on salary and bonus. Executive Contributions are reported as salary and bonus under the “Salary” and “Non-Equity Incentive Plan Compensation” columns in the Summary Compensation Table. (2) These amounts do not include any above-market earnings. (3) The fiscal year-end balance reported for the Supplemental Savings Plan includes the following amounts that were previously reported in the Summary Compensation Tables for 2025 and prior years.

  114. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | John W. Lindsay | $3,739,734 | J. Kevin Vann | $— | Cara M. Hair | $454,014 | | John R. Bell | $481,746 | Michael P. Lennox | $348,609 | | |

  115. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    Potential Payments Upon Change-in-Control The following table shows potential pre-tax payments to our named executive officers under existing agreements in the event of a change-in-control, assuming such event and a termination of employment by the Company without cause or by the executive for good reason occurred on September 30, 2025, and using the closing price ($22.09) of our common stock on September 30, 2025, the last trading day of fiscal 2025. Any payments due under the agreements are to be paid in a lump sum within 30 days after an executive’s employment termination date. In

  116. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

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  117. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    addition to such amounts, participants would be entitled to payment of their Pension Plan, Supplemental Pension Plan, and Supplemental Savings Plan balances, as shown in the tables above.

  118. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    | Name | Severance(1) ($) | Bonus(2) ($) | Continued Benefits(3) ($) | Outplacement Services(4) ($) | Stock Awards Accelerated(5) ($) | Total ($) | | John W. Lindsay | 10,003,023 | 2,143,416 | 459,737 | 7,500 | 7,799,206 | 20,412,882 | | J. Kevin Vann | 2,400,000 | 600,000 | 94,472 | 7,500 | 1,273,621 | 4,375,593 | | Cara M. Hair | 2,797,456 | 838,728 | 157,355 | 7,500 | 2,353,424 | 6,154,463 | | John R. Bell | 2,260,028 | 650,014 | 184,092 | 7,500 | 1,880,897 | 4,982,531 | | Michael P. Lennox | 2,212,071 | 636,035 | 168,757 | 7,500 | 1,831,018 | 4,855,381 |

  119. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

    (1) For Mr. Lindsay, this amount represents a lump sum payment equal to three (3) times the sum of (a) base salary in effect at the time of termination and (b) an annual bonus, derived by taking the target annual bonus applicable for the year of termination or, if greater, the amount of annual bonus most recently paid for a year preceding the year of termination (which, in this case would have been the fiscal 2024 STI Plan bonus). The computation for the other named executive officers is the same except that the multiplier in the preceding formula is two. (2) For all but Mr. Vann, this amount represents the fiscal 2024 STI Plan bonus, which was higher than each named executive officer’s target fiscal 2025 STI Plan bonus amount. (3) This amount represents the estimated value of 24 months of benefit continuation following the termination of employment. Such includes the equivalent of 18 months of COBRA premiums for the cost of medical, dental and vision insurance under COBRA, and private medical, dental, and vision insurance for six months; basic and supplemental life insurance premiums; long-term disability insurance premiums; Savings Plan match; and Supplemental Savings Plan match. (4) This amount represents the maximum value of Company-paid outplacement counseling services that could be utilized by the named executive officer. This column represents the value of unvested restricted stock awards and performance share units that would vest in full (shown here at target for unearned performance share units, excluding the 25% ROIC modifier where applicable, and actual for earned performance share units) upon a termination without cause or a resignation for good reason within 24 months following a change in control. In the event of an executive’s death, unvested performance share units would generally vest at target, and the Committee has discretion to otherwise accelerate vesting of awards granted under the A&R 2020 Plan and 2024 Plan in the event of an executive’s disability or retirement. For information on outstanding awards under the A&R 2020 Plan and 2024 Plan, see “Potential Payments Upon Change-in-Control or Termination — Other Termination Payments” above.

  120. EXECUTIVE COMPENSATION TABLES AND OTHER INFORMATION

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  121. Pay Versus Performance CAP Comparisons

    Pay Versus Performance CAP Comparisons Each of the following charts shows the relationship between CAP and the required performance measures in the tabular disclosure; Helmerich & Payne TSR (Value of Initial Fixed $100 Investment), Net Income (Loss), and Modified Cash Flow (Company Selected Measure). The first chart shows the relationship between Helmerich & Payne TSR and Peer Group TSR (Value of initial Fixed $100 Investment). The Human Resource Committee does not use Net Income as a standalone metric to directly determine pay outcomes. Instead, the Committee believes that Modified Cash Flow better reflects the Company’s performance and aligns executives’ interests with stockholders’ interests as it relates to the Company’s strategic priorities.

  122. Pay Versus Performance CAP Comparisons

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  123. Pay Versus Performance CAP Comparisons

    Pay Versus TSR 2021-2025 Pay Versus Net Income (Loss) 2021-2025 Pay Versus Modified Cash Flow 2021-2025

  124. Pay Versus Performance CAP Comparisons

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