DEF 14A of Hope Bancorp Inc, Apr 10, 2026

DEF 14A of Hope Bancorp Inc

Filed Apr 10, 2026 · FY20250001539497-26-001123

Open on EDGAR

  1. Board of Directors

    Board of Directors Board of Directors of Hope Bancorp, Inc.

  2. LTIP

    LTIP Long-term incentive program.

  3. PSUs

    PSUs Performance share units.

  4. RSUs

    RSUs Restricted stock units.

  5. STIP

    STIP Short-term incentive program.

  6. Director Nominees at the Annual Meeting

    Director Nominees at the Annual Meeting Our Board currently consists of 10 directors, 7 of whom are standing for re-election. As previously reported by the Company, Honorary Chairman Steven S. Koh retired from the Board effective December 31, 2025; and Directors David P. Malone, Lisa K. Pai, and Scott Yoon-Suk Whang have elected not to stand for re-election at the expiration of their terms effective at the Annual Meeting. In connection with the election of directors at the Annual Meeting, the size of the Board will be reduced to 9 and the remaining 7 incumbent directors will stand for re-election at the Annual Meeting, along with 2 new director nominees. In 2026, the Board engaged Spencer Stuart, a leading global advisory firm, to assist in conducting a search for potential director candidates. After careful review and consideration of the director candidates identified, the Board determined that Takaaki Nakajima and Guido F. Sacchi would bring deep experience in areas of strategic importance to the Company, including international financial expertise and leading global technology, respectively. The Board has nominated Mr. Nakajima and Mr. Sacchi to stand for election at the Annual Meeting.

  7. Director Nominees at the Annual Meeting

    | ● | Takaaki Nakajima is financial services executive and advisor with over four decades of experience across banking, consulting, risk management, regulatory compliance, and strategy. Mr. Nakajima currently serves as an Advisor at McKinsey & Company, where he supports senior partners in developing and expanding advisory relationships with major Japanese financial institutions, primarily large commercial banks and insurance companies. |

  8. Director Nominees at the Annual Meeting

    | ● | Guido F. Sacchi is a seasoned executive with extensive experience in technology leadership, digital transformation and cybersecurity within global, regulated environments. Mr. Sacchi currently serves on the board of Planet, a privately held payments company serving the retail and hospitality industries, and on the board of Bazaarvoice, a SaaS platform that helps brands and retailers collect, manage, and display user-generated content. |

  9. Director Nominees at the Annual Meeting

    | 2026 PROXY STATEMENT | 3 | |

  10. Director Nominees at the Annual Meeting

    All director nominees identified have agreed to serve as directors of the Company, each for a one-year term until the 2027 annual meeting of stockholders, and until their successors are duly elected and qualified. Of the 9 director nominees at the Annual Meeting, except for our Chairman, President & Chief Executive Officer, Kevin S. Kim, all of the director nominees are independent as defined under SEC rules and the applicable Listing Rules of the Nasdaq Stock Market (“Nasdaq Listing Rules”). We believe that the broad range of expertise, diverse skills, and backgrounds of our director nominees remains vital to the effectiveness of the Board. For more information about our director nominees and their qualifications, please refer to page 12.

  11. Director Nominees at the Annual Meeting

    | Director Nominees | | Current Position | Age(1) | Independence | Principal Occupation | | | Kevin S. Kim | Chairman, President & Chief Executive Officer | 68 | | Banker | Attorney | Accountant | | | Dale S. Zuehls | Lead Independent Director | 75 | ✔ | Auditor | Consultant | Entrepreneur | | | Donald D. Byun | Director | 74 | ✔ | Former Entrepreneur | | | Jinho Doo | Director | 70 | ✔ | Former Portfolio Manager | Financial Analyst | | | Daisy Y. Ha | Director | 51 | ✔ | Attorney | | | Joon Kyung Kim | Deputy Lead Independent Director | 67 | ✔ | Former Auditor | | | Rachel H. Lee | Director | 41 | ✔ | Former Private Equity Partner | | | Takaaki Nakajima | (New) Director Nominee | 66 | ✔ | International Financial Advisor | Entrepreneur | | | Guido F. Sacchi | (New) Director Nominee | 62 | ✔ | Global Technology Advisor |

  12. Director Nominees at the Annual Meeting

    | (1) As of the Record Date. |

  13. Director Nominees at the Annual Meeting

    | | 4 | 2026 PROXY STATEMENT |

  14. 2025 Say-on-Pay Compensation Decisions

    | ● | We implemented a weighted scorecard under the Short-Term Incentive Plan (“STIP”) for all NEOs that emphasizes financial performance, with 80% based on achievement of pre-determined financial objectives and 20% based on individual objectives. |

  15. 2025 Say-on-Pay Compensation Decisions

    | ● | We restructured the STIP and Long-Term Incentive Plan (“LTIP”) to remove overlapping performance metrics, and used a balanced mix of absolute and relative measures across the plans. |

  16. 2025 Say-on-Pay Compensation Decisions

    | ● | We granted Performance Unit (“PSU”) awards, which are earned based on results after the end of a three-year performance period. |

  17. 2025 Say-on-Pay Compensation Decisions

    | Base Salary | Base salary increases were approved for all NEOs for fiscal 2025. Our CEO, Kevin S. Kim, received a base salary increase of 5.0%, Peter Koh received an increase of 5.0% and all other NEOs received increases of 4.0%. See “2025 Executive Compensation Program in Detail – Base Salary” under Proposal 3. | | Short-Term Incentive Program (“STIP”) | Consistent with financial performance and strategic achievements of the Company, STIP awards to the NEOs were paid out below target. See “2025 Executive Compensation Program in Detail – Annual Incentive Awards” under Proposal 3. | | Long-Term Incentive Program (“LTIP”) | The 2025 LTIP awards granted to our NEOs are 50% time-vested Restricted Stock Units (“RSUs”) and 50% PSUs, each vesting over a three-year time frame. Consistent with the terms of the 2023 LTIP, the PSUs were completely forfeited for the 2023-2025 performance cycle. See “2025 Executive Compensation Program in Detail – Long-Term Equity Incentive Awards” under Proposal 3. |

  18. Best Compensation Practices & Policies

    | ● | No automatic “single trigger” vesting upon a change of control; |

  19. Best Compensation Practices & Policies

    | ● | Independent compensation consultant retained and consulted, as needed; and |

  20. PROPOSAL 1: ELECTION OF DIRECTORS

    PROPOSAL 1: ELECTION OF DIRECTORS Our Board currently consists of 10 directors, 7 of whom are standing for re-election at the Annual Meeting. As previously reported by the Company, Honorary Chairman Steven S. Koh retired from the Board effective December 31, 2025; and Directors David P. Malone, Lisa K. Pai and Scott Yoon-Suk Whang have elected not to stand for re-election at the Annual Meeting and will retire from the Board. In connection with the election of directors at the Annual Meeting, the size of the Board will be reduced to 9 and the remaining 7 incumbent directors will stand for re-election at the Annual Meeting, along with 2 new director nominees. The decisions by Honorary Chairman Koh, Mr. Malone, Ms. Pai and Mr. Whang to retire from the Board were not the result of any disagreements with the Board or the Company on matters related to the Company’s operations, policies or practices. The Board would like to thank Honorary Chairman Koh, Mr. Malone, Ms. Pai and Mr. Whang for their respective years of service, dedication and contributions to the Company and the Board.

  21. Nominees for Director at the Annual Meeting

    Nominees for Director at the Annual Meeting Our Board has nominated each of the 9 director nominees listed below, to serve as directors of the Company, each for a one-year term expiring at the 2027 annual meeting of stockholders, and until their successors are duly elected and qualified.

  22. Nominees for Director at the Annual Meeting

    | Director Nominee | Director Since | | Age(1) | Independent | Professional or Relevant Experience | | | Kevin S. Kim Chairman, President & CEO Director since 2011 | 68 | | Banker | Attorney | Accountant | | | Dale S. Zuehls Lead Independent Director Director since 2014 | 75 | ✔ | Auditor | Consultant | Entrepreneur | | | Donald D. Byun Director since 2016 | 74 | ✔ | Former Entrepreneur | | | Jinho Doo Director since 2014 | 70 | ✔ | Former Portfolio Manager | Financial Analyst | | | Daisy Y. Ha Director since 2016 | 51 | ✔ | Attorney | | | Joon Kyung Kim Deputy Lead Independent Director Director since 2019 | 67 | ✔ | Former Auditor | | | Rachel H. Lee Director since 2024 | 41 | ✔ | Former Private Equity Partner | | | Takaaki Nakajima (New) Director Nominee | 66 | ✔ | International Financial Advisor | Entrepreneur | | | Guido F. Sacchi (New) Director Nominee | 62 | ✔ | Global Technology Advisor |

  23. Nominees for Director at the Annual Meeting

    | (1) As of the Record Date. |

  24. Nominees for Director at the Annual Meeting

    | | 8 | 2026 PROXY STATEMENT |

  25. Nominees for Director at the Annual Meeting

    Each of the 9 director nominees named in this Proxy Statement has agreed to serve if elected and the Board has no reason to believe that any director nominee will become unavailable to serve as a director. If any of the director nominees should become unable to serve as a director, the proxies solicited hereby may be voted for a substitute director nominee designated by the Board. Because it has been determined that this is an uncontested election, each of the 9 director nominees is required to receive the affirmative vote of a majority of the votes cast to be elected, or re-elected, as applicable (meaning the number of shares voted “FOR” a director nominee must exceed the number of shares voted “AGAINST” such director nominee). Abstentions and broker non-votes will have no effect on the election of director nominees. Under our director’s resignation policy, incumbent director nominees who fail to receive a majority of the votes cast on their re-election in uncontested elections are required to tender their conditional resignation for consideration by the Board. See “Actions Required if Any Director Nominee Does Not Receive the Required Majority Vote” under General Information. Non-incumbent director nominees who fail to receive a majority vote cast on their election in uncontested elections will not be elected to the Board. We believe that each director nominee has the skills, experience and qualifications we seek in our directors, and that the combination of the director nominees standing for election at the Annual Meeting will allow for an effective, engaged and well-functioning Board that serves both the Company and its stockholders.

  26. Director Nominee Biographies

    Director Nominee Biographies The section contains the biographical information of each of our 9 director nominees, all of whom have been nominated by the Board to stand for election at the Annual Meeting. These biographies highlight relevant information about each of the director nominees, including their principal occupation, business experience and qualifications to serve on the Board. There are no arrangements or understandings by which any of the directors or nominees for director of the Company were selected. There are no family relationships between any of the directors, nominees or executive officers. None of our director nominees have been involved in any bankruptcy or criminal proceedings, nor have there been any judgments or injunctions brought against any of our director nominees during the last ten years that we consider material to the evaluation of the ability and integrity of any director. For biographical information about our Chairman and Director Nominee, Kevin S. Kim, see page 36 for the combined Officer biography of Mr. Kim who also serves as President and Chief Executive Officer.

  27. Director Nominee Biographies

    | Dale S. Zuehls | | | Lead Independent Director & Director Nominee Age: 75 Committee Membership: Compensation Committee (Chair) Audit Committee Nomination Committee Qualifications and Expertise – Audit, accounting and financial reporting – Executive and incentive compensation and benefits – Human capital management and succession planning | Dale S. Zuehls is an auditor, entrepreneur, and recognized expert in complex accounting matters, currently serving as a Partner at Zuehls, Legaspi & Company, where he provides advisory services in auditing and tax, as well as fraud, forensic, and litigation support since 2002. In addition to being a certified public accountant, Mr. Zuehls has a Ph.D. in accounting, holds a law degree, and is a Certified Fraud Examiner. He has expertise in audit, accounting, financial reporting, executive and incentive compensation and benefits, and human capital management and succession planning. Mr. Zuehls was appointed to the Board in 2014 and has served as the Lead Independent Director since May 2024, after having served as the Deputy Lead Independent Director. His appointment as Lead Independent Director was based on his specialized expertise in a variety of financial and strategic matters, his experience with the Company and the banking industry, and his ability to provide strong independent leadership of the Board, separate from our Chairman, President & Chief Executive Officer. Mr. Zuehls has more than 45 years of experience in complex auditing, accounting, fraud and forensic accounting, complex tax issues, performance measurement, and related consulting matters. Mr. Zuehls has a Ph.D. and B.S. in Accounting from California State University, Los Angeles, and a J.D. from Southwestern University School of Law in Los Angeles. Previously, Mr. Zuehls held various leadership positions at KPMG and Arthur Andersen & Co., two of the largest international public accounting firms in the world. A recognized expert in complex accounting matters, Mr. Zuehls has taught in Ph.D. and Master’s programs at several Southern California universities and has held numerous seminars on various accounting and tax issues. Mr. Zuehls currently serves on several charitable boards, including the Audit Committee of the California State University Auxiliary Foundation, the largest research foundation at California State University, Los Angeles, and on the Board of Directors of Cal State LA University Auxiliary Services, Inc. |

  28. Director Nominee Biographies

    | | 12 | 2026 PROXY STATEMENT |

  29. Director Nominee Biographies

    | Donald D. Byun | | | Director Nominee Age: 74 Committee Membership: Nomination Committee Executive Committee Qualifications and Expertise – Executive leadership and management roles – Financial services industry – Human capital management and succession planning | Donald D. Byun is an entrepreneur and the former President and Chief Executive Officer of Jay Dee, Inc. and OTO Sportswear, apparel manufacturers that he founded. Mr. Byun is a serial entrepreneur, having founded and managed several successful apparel and sportswear companies, and has deep knowledge of the financial services industry. Mr. Byun has served on the Board, including as a director of Bank of Hope’s predecessor bank boards, since 2004. He earned his B.A. in Economics from the College of Economics and Business Administration at Yonsei University in Seoul, Korea. Mr. Byun founded Jay Dee, Inc. in 1993 and served as President and Chief Executive Officer until his retirement in 2013. Mr. Byun is also the Founder of OTO Sportswear, where he served as its President and Chief Executive Officer for over 22 years. Mr. Byun previously also served as a director of Los Angeles-based Pacific Union Bank for 4 years until its acquisition by Hanmi Bank in 2004. |

  30. Director Nominee Biographies

    | Jinho Doo | | | Director Nominee Age: 70 Committee Membership: Audit Committee Nomination Committee Compensation Committee Qualifications and Expertise – Executive leadership and management roles – Financial services industry – Human capital management and succession planning | Jinho Doo is a former financial analyst and portfolio manager, having served as Chief Executive Officer of Key Capital Management, LLC, a financial advisory firm specializing in wealth management, private equity, and venture capital, where he managed a hedge fund. He brings deep experience in capital markets and investment management, as well as executive leadership, helping to inform the Board’s oversight of capital markets, risk discipline, and overall balance sheet strategy. Mr. Doo has served on the Board since his appointment in 2014. He earned his B.A. in Portuguese with a minor in Economics from Hankuk University of Foreign Studies in Seoul, Korea and his M.S. in Finance from Texas A&M University in College Station, Texas. Mr. Doo was Chief Executive Officer of Key Capital Management from 2012 until his retirement in 2020. Mr. Doo served as Chief Executive Officer of JSD Investment Advisory Services, LLC, based in Los Angeles from 2007 to 2012, and during his 5-year tenure, he provided investment advisory services to Korean American community banks and foreign exchange consulting services to financial institutions. Prior to that, Mr. Doo was a Managing Director at DaeYu Investment Management Co, LTD, in Seoul, Korea and served as Director, Head of Korean Desk, Bonds Division at BZW Asia Hong Kong, an affiliate of Barclays Capital, in Hong Kong. |

  31. Director Nominee Biographies

    | 2026 PROXY STATEMENT | 13 | |

  32. Director Nominee Biographies

    | Daisy Y. Ha | | | Director Nominee Age: 51 Committee Membership: Audit Committee Compensation Committee Qualifications and Expertise – Corporate governance and ethics – Executive and incentive compensation and benefits – Human capital management and succession planning | Daisy Y. Ha is a former appellate court attorney who previously worked with the California Court of Appeal until 2011. She brings deep proficiency in the legal field, with experience in a variety of areas of law. Ms. Ha has served on the Board, including as a director on Bank of Hope’s predecessor bank boards, since 2014. She received her B.A., cum laude, from Williams College in Williamstown, Massachusetts and her J.D. from University of California, Berkeley, School of Law. Ms. Ha most recently served as an appellate court attorney for the California Court of Appeal in 2011. Prior to that, she worked with the United States District Court as a career law clerk, assisting in a variety of areas, including general civil law and criminal law from 2004 to 2010. Ms. Ha joined Paul Hastings, an international law firm, in 2001. While at Paul Hastings, she specialized in employment law and litigation and served on a secondment in the legal department at a major multinational corporation. Ms. Ha began her legal career in 2000 as a term law clerk supporting a United States District Court judge. Ms. Ha served for eight years on the board of the Child Educational Center and was on the executive committee and chair of the governance committee, where she led enhancements to the governance structure. She also served as chair of the search committee for the organization’s new executive director. |

  33. Director Nominee Biographies

    | Joon Kyung Kim | | | Deputy Lead Independent Director & Director Nominee Age: 67 Committee Membership: Audit Committee (Chair) Nomination Committee Board Risk Committee Qualifications and Expertise – Accounting, auditing and financial reporting – Banking and regulatory compliance – Finance and capital markets | Joon Kyung Kim is a Certified Public Accountant and formerly worked at KPMG, having served as National Partner in Charge of KPMG’s Korean practice from 2005 to 2019. He has deep experience in auditing, public company board service, risk management, operations and controls across numerous industries, including banking and regulatory compliance. Mr. Kim has been a director on the Board since 2019 and currently serves as the Deputy Lead Independent Director effective May 23, 2024. He was appointed Deputy Lead Independent Director based on his expertise in auditing, risk management and banking and regulatory compliance and his experience serving on other public company boards. Mr. Kim began his career as a field examiner for the Department of Financial Protection and Innovation, formerly known as California State Department of Corporations, from 1981 to 1983. He earned his B.S. degree in Business Administration from the Haas School of Business at the University of California, Berkeley and is a Certified Public Accountant. During Mr. Kim’s 36-year tenure at KPMG, he served in various management and partner roles during which he led financial statement audits, operational reviews, credit risk management reviews, and performance improvement, regulatory and internal control advisements across a broad spectrum of industries, including banking, electronics, automotive, trading and distribution. He also conducted strategic consulting projects for international corporations with an emphasis on preparing for disruptive technologies and a rapidly changing global environment. Mr. Kim served on the board of directors of DZS, Inc. (NASDAQ: DZSI) from 2019 to 2025, including as a member of the audit, compensation, and nominating and corporate governance committees. |

  34. Director Nominee Biographies

    | | 14 | 2026 PROXY STATEMENT |

  35. Director Nominee Biographies

    | Rachel H. Lee | | | Director Nominee Age: 41 Committee Membership: Audit Committee Board Risk Committee Qualifications and Expertise – Executive and incentive compensation and benefits – Finance, capital markets and M&A – Strategic planning, business development and operations | Rachel H. Lee is a former private equity partner and served for 14 years, most recently as Partner and Head of the Consumer Private Equity practice, at Ares Management Corporation (NYSE: ARES) until December 2022. Ms. Lee has deep finance and investment experience. Prior to her appointment to the Board in 2024, Ms. Lee served in various roles within the finance and investment industries for 17 years, of which 10 years were dedicated to gaining board membership experience at growth-oriented companies, including publicly traded entities. She holds a B.S. in Business Administration and a B.S. in Accounting from the University of Southern California. Ms. Lee serves on the board of directors of Xponential Fitness, Inc. (NYSE: XPOF) since August 2025 and was recently appointed to the audit committee. She also serves on the boards of Applied Digital Corporation (NASDAQ: APLD) since February 2024, and Legacy Franchise Concepts since June 2024. Ms. Lee has previously served on the boards of various other companies, including Cooper’s Hawk Winery & Restaurants from 2019 to 2022, Floor and Decor Holdings, Inc. (NYSE: FND) from 2015 to 2021, and Insight Global from 2014 to 2016, among others. During her tenure at Ares, Ms. Lee was responsible for all aspects of deal activity from origination to monetization, including due diligence, debt capital raises, tack-on acquisitions, legal negotiations, and initial public offerings. |

  36. Director Nominee Biographies

    | Takaaki Nakajima | | | (New) Director Nominee Age: 66 Qualifications and Expertise – Strategic planning, business development and cross-cultural operations and relationships – Executive leadership and management roles – Banking and regulatory compliance | Takaaki Nakajima is an accomplished financial services executive and advisor with over four decades of experience across banking, consulting, risk management, regulatory compliance, and strategy. He has extensive relationships across the Japanese business community and brings a leadership approach distinguished by cross-cultural fluency, strategic clarity, and steady crisis management. Mr. Nakajima earned his Bachelor of Laws from the University of Tokyo, and an M.B.A. from Massachusetts Institute of Technology. Mr. Nakajima has been in an advisor role at major consulting firms including Boston Consulting Group and at McKinsey & Company, over the past 6 years, where he has supported senior partners in developing and expanding advisory relationships with major Japanese financial institutions, primarily large commercial banks and insurance companies. He also serves as CEO of Nakajima Global Enterprises, providing advisory support to start up businesses. He spent nearly a decade as a Principal at PricewaterhouseCoopers, serving Japanese financial institutions for their business strategies in the Americas. Prior to that, Mr. Nakajima worked for Mitsubishi UFJ Financial Group (NYSE: MUFG) for 26 years, including 4 years of experience at MUFG Union Bank, MUFG’s wholly owned subsidiary in California. During his time at MUFG, he managed various senior positions, in Corporate Strategy, Risk Management, Compliance, Regulatory, Human Resources and Commercial Lending. Mr. Nakajima currently sits on the board of Japanese biotech start up, Human Life CORD Japan Inc., assisting the CEO with U.S. business opportunities. He has significant board exposure from his time at MUFG Union Bank, where he worked closely alongside the CEO in engaging with the board on various strategic matters. |

  37. Director Nominee Biographies

    | 2026 PROXY STATEMENT | 15 | |

  38. Director Nominee Biographies

    | Guido F. Sacchi | | | (New) Director Nominee Age: 62 Qualifications and Expertise – Information Technology, digital transformation and strategy, cybersecurity, technology infrastructure and information systems – Executive leadership and management roles – Financial services and payments industries | Guido F. Sacchi is a seasoned executive with deep expertise in technology leadership, digital transformation and cybersecurity within global, regulated environments. He is a recognized leader in Information Technology, with a focus on strategic thinking, results and driving business value. Mr. Sacchi holds a Ph.D. in Environmental Engineering from Politecnico di Milano and both a B.S. and M.S. in Civil Engineering from Università La Sapienza di Roma. Mr. Sacchi is the former Senior Executive Vice President and Chief Information Officer of Global Payments Inc., where he played a pivotal role in the company’s evolution into a leading global payments technology provider and held that role from 2011 through 2023. He was instrumental in driving the company’s IT and digital business strategies, overseeing global infrastructure, and managing information security operations. Mr. Sacchi led the technology function as the company grew from $2 billion to $9 billion in revenue and expanded from only a transaction processing company to a true fintech software and services company. Prior to Global Payments, Mr. Sacchi led the Digital Commerce practice for Slalom Consulting and served as the Chief Executive Officer of Moneta, an innovative online payments company. He also spent six years as Chief Information Officer at CompuCredit Corp. Mr. Sacchi began his career in the U.S. after moving from Italy, gaining significant consulting experience at PricewaterhouseCoopers and Deloitte. Mr. Sacchi currently serves on the board of Planet, a privately held payments company serving the retail and hospitality industries, as Lead Technology Director and on the board of Bazaarvoice, a SaaS platform that helps brands and retailers collect, manage, and display user-generated content. |

  39. Director Nominee Biographies

    | | 16 | 2026 PROXY STATEMENT |

  40. Board Composition Considerations and Director Nominee Independence

    Board Composition Considerations and Director Nominee Independence The Nasdaq Listing Rules require that a majority of the members of a listed company’s Board qualify as “independent”, as affirmatively determined by the Board. Our Board consults with our legal counsel to ensure that the Board’s determinations of independence are consistent with all relevant securities and other laws and regulations regarding the definition of “independent”, including those set forth in pertinent Nasdaq Listing Rules, as in effect from time to time. Consistent with these considerations, after review of all relevant transactions or relationships between each director, or any of his or her family members, and the Company (which included a review that each member of the Company Board is also a member of the Bank Board), the Company’s senior management and the Company’s independent registered accounting firm, the Board affirmatively has determined that all of our directors are independent within the meaning of the applicable Nasdaq Listing Rules, other than Kevin S. Kim (Chairman, President and Chief Executive Officer). In addition, with regards to the Audit Committee, the Board has also affirmatively determined that at least one or more members of the Audit Committee meet the definition of “financial expert” as defined by the SEC. While our Nomination Committee carefully considers diversity of professional disciplines and backgrounds when evaluating director candidates, our Board does not have a formal written diversity policy. When reviewing the qualifications of candidates to the Board, our Nomination Committee considers the following factors, among others:

  41. Board Composition Considerations and Director Nominee Independence

    | ● | personal and professional ethics and integrity, including prominence and reputation, and ability to enhance the reputation of the Company; |

  42. Board Composition Considerations and Director Nominee Independence

    | ● | the current composition of the Board, including size, diversity of professional disciplines and backgrounds, specific business experience and competence, including an assessment of whether the candidate has experience in, and possesses an understanding of, business issues applicable to the success of the banking industry; |

  43. Board Composition Considerations and Director Nominee Independence

    | ● | financial acumen, including whether the candidate, through education or experience, has an understanding of financial matters and the preparation and analysis of financial statements; |

  44. Board Composition Considerations and Director Nominee Independence

    | ● | professional accomplishments, ethical character, and reputation in the community; |

  45. Board Composition Considerations and Director Nominee Independence

    | ● | educational background; and |

  46. Board Composition Considerations and Director Nominee Independence

    | ● | whether the candidate has expressed a willingness to devote sufficient time to carrying out his or her duties and responsibilities effectively and is committed to service on the Board. |

  47. Board Composition Considerations and Director Nominee Independence

    As currently comprised, the members of our Board are drawn from various market sectors and industry groups with a presence in the Company’s niche markets and collectively have a wealth of banking experience. Board members are individuals with knowledge and experience who serve and represent the communities in which we serve. Based on their professional acumen and experience, the current director nominees provide expertise in accounting, auditing, financial services, financial reporting, banking and regulatory compliance, corporate governance, executive and incentive compensation and benefits, executive leadership, finance and capital markets, human capital management and succession planning, M&A, strategic planning, business development and operations, information technology, and cross-cultural operations and relationships, among other skills and qualifications. The Nomination Committee believes that the backgrounds and qualifications of the director nominees, considered as a group, provide a significant composite mix of experience, knowledge and qualifications, as discussed above, which will allow the Board to effectively perform its duties.

  48. Board Composition Considerations and Director Nominee Independence

    | | 20 | 2026 PROXY STATEMENT |

  49. Director Compensation

    Director Compensation The Company provides a mix of cash and equity compensation to its directors, commensurate with their positions on the Board and committee assignments, which is intended to attract and retain qualified candidates to serve on our Board. The directors also receive reimbursement for expenses, including reasonable travel expenses to attend meetings, reasonable outside seminar expenses, and other Board service-related expenses. The Company’s compensation and benefits are designed to pay directors fairly for work required for an organization of the size and scope of the Company, align the directors’ interest with the long-term interests of stockholders, and provide compensation that is transparent and straightforward for stockholders to understand. In setting compensation for directors, the Company considers the amount of time that directors expend in fulfilling their duties to the Company as well as the skill level and experience required by our Board. The Company also considers Board compensation practices at similarly situated banks, while keeping in mind the compensation philosophy of the Company and the stockholders’ interests.

  50. Director Compensation Program

    Director Compensation Program The director compensation program is reviewed by the Nomination Committee. Upon review by the Nomination Committee, no changes were made to the director compensation program which was adopted in 2024. The director compensation program currently in place continues to provide compensation paid to non-employees in a manner that enables the Board to attract and retain outstanding director candidates and reflect the time commitment necessary to oversee the Company’s affairs. The current compensation paid to non-employee directors remains a mix of cash and equity-based compensation. All directors receive the annual retainer. The Board designated that the Lead Independent Director, Honorary Chairman, and Deputy Lead Independent Director each receive additional compensation for their service in these roles. Lastly, additional compensation is paid to each of the Committee Chairs for their service in these Board assigned roles. The schedule below reflects the current director compensation program effective May 23, 2024.

  51. Director Compensation Program

    | Schedule of Director Fees | | | | | Description | Cash(1) | Equity(2) | Other Compensation(3) | | Director Annual Retainer | $54,000 | $54,000 | $15,000 | | Lead Independent Director and Honorary Chairman Annual Retainer | $28,800 | $28,800 | — | | Deputy Lead Independent Director Annual Retainer | $9,000 | $9,000 | — | | Committee Chair Annual Retainer | $9,000 | $9,000 | — |

  52. Director Compensation Program

    | (1) In general, cash compensation is paid in monthly installments. |

  53. Director Compensation Program

    | (2) The equity awards are in the form of RSUs, whose value is determined on the date of grant, which is typically the date of the respective annual meeting of stockholders. Such RSUs will vest on the one-year anniversary of the date of grant or, if earlier, at the occurrence of next year’s annual meeting. |

  54. Director Compensation Program

    | (3) Other compensation is the annual cost of health insurance coverage, or cash in lieu thereof. |

  55. Director Compensation Program

    | | 28 | 2026 PROXY STATEMENT |

  56. 2025 Director Compensation Summary

    2025 Director Compensation Summary The following table presents information concerning the compensation of our non-employee directors during the fiscal year ended December 31, 2025.

  57. 2025 Director Compensation Summary

    | Non-Employee Directors | Fees Earned or Paid in Cash(1) | Stock Awards(2) | Option Awards | Change in Pension Value and Nonqualified Deferred Compensation Earnings | All Other Compensation(3) | Total | | Dale S. Zuehls | $91,800 | $91,800 | — | — | $15,000 | $198,600 | | Donald D. Byun | $63,000 | $63,000 | — | — | $15,000 | $141,000 | | Jinho Doo | $54,000 | $54,000 | — | — | $15,000 | $123,000 | | Daisy Y. Ha | $54,000 | $54,000 | — | — | $15,000 | $123,000 | | Joon Kyung Kim | $72,000 | $72,000 | — | — | $15,000 | $159,000 | | Rachel H. Lee | $54,000 | $54,000 | — | — | $15,000 | $123,000 | | David P. Malone | $63,000 | $63,000 | — | — | $15,000 | $141,000 | | Lisa K. Pai | $54,000 | $54,000 | — | — | $15,000 | $123,000 | | Scott Yoon-Suk Whang | $63,000 | $63,000 | — | — | $15,000 | $141,000 | | Former Non-Employee Directors | | | | | | | | Steven S. Koh | $82,800 | $82,800 | — | — | $15,000 | $180,600 | | William J. Lewis | $22,500 | — | — | — | $75,250 | $97,750 |

  58. 2025 Director Compensation Summary

    | (1) Amounts shown include fees for the (i) annual director retainer for membership on the Board; and (ii) annual retainer for serving as the chair of a committee. For Mr. Zuehls, the amount shown includes retainer payments as Lead Independent Director, and for Mr. Kim, the amount includes retainer payments as Deputy Lead Independent Director. For Mr. Koh, the amount includes the annual retainer fee paid as the Honorary Chairman. For Mr. Lewis, it reflects partial cash fees paid through May 2025 when his term ended because he chose not to stand for re-election. |

  59. 2025 Director Compensation Summary

    | 2026 PROXY STATEMENT | 29 | |

  60. 2025 Director Compensation Summary

    | (2) The grant date fair value is based on the number of shares granted and the closing price of the Company’s stock on the grant date (which was May 22, 2025, for all RSUs listed). The closing price of the Company’s stock on May 22, 2025, was $10.08. The grant date fair values are computed in accordance with Financial Accounting Standards Board (“FASB”) Accounting Standards Codification (“ASC”) Topic No. 718, Compensation — Stock Compensation. See the Company’s Annual Report on Form 10-K, Note 16 Stock Compensation Plans to the Company’s Consolidated Financial Statements for the year ended December 31, 2025, the Company’s accounting for share-based compensation plans. The following table presents: (i) the aggregate number of restricted stock units (“RSUs”) granted to each current non-employee director during 2025, the grant date fair values of which are reflected in the table above; (ii) the aggregate number of outstanding unvested RSUs held by the current non-employee directors at December 31, 2025; and (iii) the aggregate number of outstanding options (both vested and unvested) held by the current non-employee directors at December 31, 2025. The unvested RSUs listed in the following table generally vest on the one-year anniversary of the grant date. Amounts shown include payment of board membership retainer fees for the Company and Bank board meetings and committee membership fees. |

  61. 2025 Director Compensation Summary

    | Awards Reflected in the Table Above | | Aggregate Awards Outstanding as of December 31, 2025 | | | Non-Employee Directors as of December 31, 2025 | RSUs Granted During the Year Ended December 31, 2025 | Aggregate Number of Unvested RSUs Outstanding | Aggregate Number of Vested and Unvested Options Outstanding | | Dale S. Zuehls(a) | 9,019 | 9,019 | 20,000 | | Donald D. Byun(a) | 5,994 | 5,994 | 20,000 | | Jinho Doo(a) | 5,137 | 5,137 | 20,000 | | Daisy Y. Ha(a) | 5,137 | 5,137 | 20,000 | | Joon Kyung Kim | 6,850 | 6,850 | — | | Rachel H. Lee | 5,137 | 5,137 | — | | David P. Malone(a) | 5,994 | 5,994 | 20,000 | | Lisa K. Pai | 5,137 | 5,137 | — | | Scott Yoon-Suk Whang(a) | 5,994 | 5,994 | 20,000 | | Former Non-Employee Directors | | | | | Steven S. Koh(b) | 7,878 | — | 30,000 | | William J. Lewis(a) | — | — | 20,000 |

  62. 2025 Director Compensation Summary

    | (a) For Messrs. Zuehls, Byun, Doo, Lewis, Malone and Whang; and Ms. Ha, the stock options are awards with an exercise price of $17.18 per share that were initially granted on September 1, 2016, in connection with the completion of the merger of equals between BBCN Bancorp and Wilshire Bancorp on July 29, 2016, and thereafter became fully vested on September 1, 2018, and will expire on September 1, 2026. |

  63. 2025 Director Compensation Summary

    | (b) For Mr. Koh, the stock options consist of 30,000 stock options with an exercise price of $17.18 per share that were initially granted on September 1, 2016, which became fully vested on September 1, 2018, and will expire on September 1, 2026. In addition, the vesting of Mr. Koh’s RSUs was accelerated in full upon the date of his retirement on December 31, 2025. |

  64. 2025 Director Compensation Summary

    | (3) Amounts include payments made to all directors for, or in lieu of, receiving health insurance coverage paid by the Company: $15,000, annually. For Mr. Lewis, this amount includes (i) the prorated annual health insurance coverage of $6,250, and (ii) the aggregate amount of $69,000 to be paid over a 12-month period due to his appointment by the Board as a Director Emeritus under our Director Emeritus Program in recognition for his long-term service to the Company, which appointment was made at the sole and absolute discretion of the Board and terminates in April 2026. |

  65. 2025 Director Compensation Summary

    | | 30 | 2026 PROXY STATEMENT |

  66. 2025 Say-on-Pay and Compensation Decisions

    | ● | We implemented a weighted scorecard under the Short-Term Incentive Plan (“STIP”) for all NEOs that emphasizes financial performance, with 80% based on achievement of pre-determined financial objectives and 20% based on individual objectives. |

  67. 2025 Say-on-Pay and Compensation Decisions

    | ● | We restructured the STIP and Long-Term Incentive Plan (“LTIP”) to remove overlapping performance metrics, and used a balanced mix of absolute and relative measures across the plans. |

  68. 2025 Say-on-Pay and Compensation Decisions

    | ● | We granted Performance Unit (“PSU”) awards, which are earned based on results after the end of a three-year performance period. |

  69. 2025 Say-on-Pay and Compensation Decisions

    | Base Salary | Base salary is an essential component to any market-competitive compensation program. We approved base salary increases for all NEOs for fiscal 2025. Our CEO, Kevin S. Kim, received a base salary increase of 5.0%, Peter Koh received an increase of 5.0% and all other NEOs received increases of 4.0%. See ’’2025 Executive Compensation Program in Detail – Base Salary” under this Proposal 3. | | Short-Term Incentive Program (“STIP”) | Annual incentives reward the achievement of short-term goals. Consistent with financial performance and strategic achievements of the Company, STIP awards to the NEOs were paid out below target. See “2025 Executive Compensation Program in Detail – Annual Incentive Awards” under this Proposal 3. | | Long-Term Incentive Program (“LTIP”) | Long-term incentives drive our NEOs to focus on long-term sustainable stockholder value creation. The 2025 LTIP awards the Compensation Committee granted to our NEOs were 50% time-vested Restricted Stock Units (“RSUs”) and 50% PSUs, each vesting over a three-year time frame. Consistent with the terms of the 2023 LTIP, the PSUs were completely forfeited for the 2023-2025 performance cycle. See “2025 Executive Compensation Program in Detail – Long-Term Equity Incentive Awards” under this Proposal 3. |

  70. Best Compensation Practices & Policies

    | ● | No automatic “single trigger” vesting upon a change of control; |

  71. Best Compensation Practices & Policies

    | ● | Independent compensation consultant retained and consulted, as needed; and |

  72. Compensation Philosophy and Objectives

    | ● | annual cash incentives that are tied to our financial results, achievement of our yearly strategic goals and achievement of individual performance objectives; and |

  73. Compensation Philosophy and Objectives

    | ● | long-term equity incentive awards that encourage NEOs to focus their efforts on building stockholder value by meeting longer-term financial goals. |

  74. The Role of the Independent Compensation Consultant

    The Role of the Independent Compensation Consultant The Compensation Committee at times retains the services of independent consultants to assist with its consideration of the Company’s compensation policies, programs and practices. Pursuant to authority granted to it under its charter, the Compensation Committee continued its engagement with Pearl Meyer as its independent consultant for the fiscal year 2025. Pearl Meyer provides expertise on competitive pay practices and program design and serves as an objective third-party advisor in assessing the reasonableness of compensation levels and performance metrics, as needed. Pearl Meyer periodically consults with the Compensation Committee and provides market data and analysis regarding the Company’s compensation arrangements. The Compensation Committee uses this information as a benchmarking reference to ascertain whether we have competitive compensation levels with other comparable institutions, in setting compensation target levels, in deciding whether to make any changes in base salary, annual cash incentive awards and long-term equity awards, among other matters. Pearl Meyer reports directly to the Compensation Committee. The Compensation Committee has conducted an independence assessment of Pearl Meyer in accordance with SEC rules and has determined that Pearl Meyer is independent and does not have any conflict of interest relating to the work it is performing for the Compensation Committee.

  75. The Role of the Independent Compensation Consultant

    | | 42 | 2026 PROXY STATEMENT |

  76. The Role of Peer Groups

    The Role of Peer Groups For purposes of setting compensation levels and informing decision-making for fiscal 2025, the Compensation Committee continued to use its existing compensation peer group. This compensation peer group was originally developed and approved by the Compensation Committee based on an in-depth review by Pearl Meyer, which included an assessment of potential comparators including publicly traded commercial banks headquartered in the U.S., with similar size characteristics (assets and revenues within 0.5x to 2.0x of the Company’s assets and revenues) and business model (e.g. loan mix and source of revenue). The Compensation Committee reviewed the composition of the peer group for fiscal 2025 and determined that the companies remained appropriate for purposes of evaluating compensation levels. The following companies comprise the 2025 peer group:

  77. The Role of Peer Groups

    | 2025 Compensation Peer Group | | | ● Ameris Bancorp ● Atlantic Union Bankshares Corporation ● Banner Corporation ● Cathay General Bancorp ● CVB Financial Corp. ● First Financial Bancorp. ● First Interstate BancSystem, Inc. ● Fulton Financial Corporation ● Glacier Bancorp, Inc. | ● Heartland Financial USA, Inc.(1) ● Independent Bank Group, Inc.(1) ● Independent Bank Corp. ● Pacific Premier Bancorp, Inc.(1) ● Renasant Corporation ● Simmons First National Corporation ● United Community Banks, Inc. ● WesBanco, Inc. ● WSFS Financial Corporation |

  78. The Role of Peer Groups

    | (1) These companies have since been merged or otherwise acquired. |

  79. The Role of Peer Groups

    In addition to peer group comparative data, our Compensation Committee may consider other factors that it deems prudent when determining executive compensation. While comparisons can be useful in identifying general compensation trends and overall pay levels, the Compensation Committee recognizes that there may be meaningful differences between our Company and our peers. The Compensation Committee uses the comparison data as a general indicator of market trends in executive compensation but does not use it exclusively to set compensation levels. For example, the Compensation Committee also reviews other information, such as individual and Company performance, the position, responsibilities within the Company, and other factors to determine total executive compensation. With regards to measuring the relative performance metrics for the LTIP award granted in 2025, the Compensation Committee approved a performance peer group comprised of the companies in the KBW Nasdaq Regional Banking Index.

  80. Short Term Incentive Plan (“STIP”)

    Short Term Incentive Plan (“STIP”) Our annual performance-based incentive compensation program is designed to align the interests of our NEOs with those of our stockholders and provides for cash awards driven by criteria primarily tied to the Bank’s performance. The STIP uses a weighted scorecard for all NEOs that places an emphasis on financial performance. The scorecard is 80% weighted based on achievement of pre-determined financial objectives and 20% weighted based on achievement of individual objectives. The Compensation Committee may use its discretion to increase or decrease the 20% portion based on individual objectives in light of considerations it deems relevant and appropriate. The target opportunity for all the NEOs is determined as a percent of base salary and corporate title (such as Senior Executive Vice President or Executive Vice President). The current targets are set forth in the table below, with threshold set at 50% of target and maximum at 150% of target, and performance in between threshold/target and maximum determined on a linear interpolation. The 2025 annual target incentive opportunity is equivalent to the 2024 annual target incentive opportunity.

  81. Short Term Incentive Plan (“STIP”)

    | | Annual Target Incentive Opportunity (as a % of Salary) | Annual Target Incentive Opportunity ($) | | Kevin S. Kim | 100% | $1,155,000 | | Julianna Balicka | 40% | $195,520 | | Jason Kim | 45% | $201,240 | | Peter Koh | 45% | $231,525 | | Thomas P. Stenger | 45% | $234,000 |

  82. 2025 Corporate Performance Metrics (80% of STIP)

    2025 Corporate Performance Metrics (80% of STIP) In March 2025, the Compensation Committee reviewed and approved the 2025 corporate performance metrics and weightings, aligning them with our Board-approved financial plan for the year. This plan reflected our growth strategies, historical performance, and key economic assumptions for our industry. To determine the 2025 performance metrics and target goals, the Compensation Committee assessed the financial measures most relevant to driving the Company’s strategic and operational priorities. It also determined the appropriate weightings and performance targets for each metric to ensure a rigorous and balanced incentive framework. The Compensation Committee also reviewed proposed targets and conducted a goal calibration with the assistance of Pearl Meyer. Following its review, the Compensation Committee established targets for the selected metrics, each of which was weighted equally, as described below; the calculation of the selected metrics is also described below. The selected STIP metrics were (i) earnings per share (“EPS”) (excluding notable items); (ii) pre-provision net revenue (excluding notable items) as a percentage of average assets (“PPNR ROAA”); (iii) criticized loan ratio (4 quarter-end average); (iv) total loan growth; and (v) average deposit growth (excluding brokered deposits). In finalizing the target goals for 2025, the Compensation Committee considered the broader macroeconomic landscape, forward interest rate expectations, and downside risks to the operating environment, relative to the baseline 2025 budget for the Company.

  83. 2025 Corporate Performance Metrics (80% of STIP)

    | | 44 | 2026 PROXY STATEMENT |

  84. 2025 Corporate Performance Metrics (80% of STIP)

    The STIP metrics targets were set by the Compensation Committee as follows:

  85. 2025 Corporate Performance Metrics (80% of STIP)

    | ● | EPS (excluding notable items) target at $0.96. The $0.96 target was equivalent to 12% EPS growth year-over-year in 2025 (excluding notable items), which corresponds to top quartile projected EPS growth in 2025 for the Company’s 2025 compensation peer group plus the anticipated impact from the Territorial Bancorp acquisition. The 2025 EPS threshold minimum was set relative to the EPS (excluding notable items) earned for the full year 2024, and the 2025 EPS stretch maximum was a symmetrical increase from target. |

  86. 2025 Corporate Performance Metrics (80% of STIP)

    | ● | PPNR ROAA (excluding notable items) target at 0.97%. The 0.97% target was in line with Company’s 2025 budget PPNR ROAA (excluding notable items). The 2025 PPNR ROAA threshold minimum was set relative to the PPNR ROAA (excluding notable items) earned for the full year 2024. One of the Company’s goals is to improve profitability. As such, the 2025 PPNR ROAA stretch maximum was set as the halfway point between the Company’s target for 2025 and the median for the Company’s 2025 compensation peer group. |

  87. 2025 Corporate Performance Metrics (80% of STIP)

    | ● | Criticized loan ratio (4 quarter-end average) target at 3.00%. The 3.00% target was equivalent to the average of the 4 quarter-end median criticized loan ratios at the end of 2024 for the Company’s 2025 compensation peer group. The threshold minimum was set relative to the Company’s criticized loan ratio (4 quarter-end average) in 2024. The 2025 criticized loan ratio stretch maximum was set to be equivalent to the Company’s criticized loan ratio of 2.33% as of December 31, 2024, to incent improving asset quality to historical, better than peer levels. |

  88. 2025 Corporate Performance Metrics (80% of STIP)

    | ● | Total loan year-over-year growth target at 10.0%. The 10.0% target was equivalent to approximately 3% organic loan growth plus the anticipated impact from the Territorial Bancorp acquisition. The embedded organic loan growth target for 2025 was in line with peer banks in the Company’s footprint. The 2025 loan growth threshold minimum was equivalent to the anticipated impact of the Territorial Bancorp acquisition and essentially flat organic loan growth. For context, the Company’s gross loans decreased in 2024. The 2025 loan growth stretch maximum was equivalent to top quintile 2025 projected loan growth for the Company’s 2025 compensation peer group plus the anticipated impact of the Territorial Bancorp acquisition. |

  89. 2025 Corporate Performance Metrics (80% of STIP)

    | ● | Average deposit year-over-year growth (excluding brokered deposits) target at 10.0%. The 10.0% target was in line with the Company’s 2025 budget average deposit growth (excluding brokered deposits). The 2025 deposit growth threshold minimum was set relative to the Company’s 2024 deposit growth plus the anticipated impact of the Territorial Bancorp acquisition. The 2025 deposit growth stretch maximum was equivalent to median 2025 projected deposit growth for the Company’s 2025 compensation peer plus the impact of the Territorial Bancorp acquisition. |

  90. 2025 Corporate Performance Metrics (80% of STIP)

    The following definitions and calculations were used to determine the achievement of the 2025 performance measures for the STIP awards issued in 2025. In addition, EPS (excluding notable items) and PPNR ROAA (excluding notable items) are each non-GAAP financial measures. Quantitative reconciliations of the most directly comparable GAAP to non-GAAP financial measures are set forth in Appendix A. Notable items vary year-to-year, depending on circumstances, and are disclosed through reconciliation tables of GAAP to Non-GAAP Financial Measures in the Company’s financial releases.

  91. 2025 Corporate Performance Metrics (80% of STIP)

    | ● | EPS (excluding notable items): net income, excluding notable items after tax, divided by weighted average diluted common shares. In 2025, notable items related to EPS consisted of merger-related provision for credit losses, loss on investment portfolio repositioning, a reversal of an FDIC special assessment, merger and restructuring-related costs, and impact from California state tax apportionment law change (collectively referred to as “notable items”). EPS (excluding notable items) is a non-GAAP financial measure; quantitative reconciliations of the most directly comparable GAAP to non-GAAP financial measures are set forth below and in Appendix A. |

  92. 2025 Corporate Performance Metrics (80% of STIP)

    | ● | PPNR ROAA: pre-provision net revenue (excluding notable items) divided by average assets. PPNR consists of net interest income plus noninterest income less noninterest expense, excluding notable items. In 2025, notable items related to PPNR ROAA consisted of loss on investment portfolio repositioning, a reversal of an FDIC special assessment, and merger and restructuring-related costs (collectively referred to as “notable items”). PPNR ROAA (excluding notable items) is a non-GAAP financial measure; quantitative reconciliations of the most directly comparable GAAP to non-GAAP financial measures are set forth below and in Appendix A. |

  93. 2025 Corporate Performance Metrics (80% of STIP)

    | ● | Criticized loan ratio (4 quarter-end average): measured as the average of the 4 quarter-end ratios. The ratio is calculated as total criticized loans divided by total loans. |

  94. 2025 Corporate Performance Metrics (80% of STIP)

    | ● | Total loan growth (year over year, at end of period): the annual percentage growth in total loans, also referred to as gross loans, and which consist of loans receivable (held for investment) and loans held-for-sale. |

  95. 2025 Corporate Performance Metrics (80% of STIP)

    | ● | Average deposit growth (excluding brokered deposits) (full-year average): the annual percentage growth in average total deposits, excluding brokered deposits. |

  96. 2025 Corporate Performance Metrics (80% of STIP)

    | 2026 PROXY STATEMENT | 45 | |

  97. 2025 Actual Results of Corporate Performance Measures

    2025 Actual Results of Corporate Performance Measures In early 2026, the Compensation Committee reviewed the Bank’s actual financial and regulatory performance relative to the approved goals to determine the annual incentive award payout for the NEOs. As summarized in the table below, the Company was above target for one metric relating to financial performance, and between threshold and target for all other financial performance metrics. Total performance achievement based on the corporate performance results for the 2025 STIP was 84% of target. The actual target goals for the corporate performance metrics for 2025, the respective weightings and performance levels are set forth below. Performance levels are commensurate with actual 2025 results for the given metric and performance results in between threshold and target and target and maximum are linearly interpolated.

  98. 2025 Actual Results of Corporate Performance Measures

    | Performance Measures | Weight | 2025 Performance Target Goals | | | Actual 2025 Results(1) | Performance Achieved as a % of Target | | | | Minimum | Target | Maximum | | | | Financial Performance | | | | | | | | Earnings Per Share (excluding notable items)(1) | 20% | $0.86 | $0.96 | $1.06 | $0.89 | 67% | | Pre Provision Net Revenue (excluding notable items) as a percentage of Average Assets(1) | 20% | 0.88% | 0.97% | 1.25% | 0.93% | 75% | | Criticized Loan Ratio (4 quarter-end average) | 20% | 3.30% | 3.00% | 2.33% | 2.79% | 115% | | Total Loan Growth (year-over-year end of period) | 20% | 7.00% | 10.00% | 13.00% | 8.47% | 74% | | Average Deposit Growth (excluding brokered deposits) (full-year average) | 20% | 7.00% | 10.00% | 13.00% | 9.45% | 90% | | TOTAL | 100% | | | | | 84% |

  99. 2025 Actual Results of Corporate Performance Measures

    | (1) EPS (excluding notable items) and PPNR ROAA (excluding notable items) are each non-GAAP financial measures. Quantitative reconciliations of the most directly comparable GAAP to non-GAAP financial measures are set forth in Appendix A. |

  100. 2025 Actual Results of Corporate Performance Measures

    | | 46 | 2026 PROXY STATEMENT |

  101. Individual Performance (20% of STIP)

    Individual Performance (20% of STIP) Twenty percent of each NEO’s STIP payout is tied to individual performance. With respect to each fiscal year, the Chief Executive Officer evaluates the individual performance of the other NEOs using an assessment model as determined by the Chief Executive Officer in consultation with the Chief Human Resources Officer. The Chief Executive Officer’s evaluation is then provided to the Compensation Committee to assist in determining the incentive award payment and achievement of individual goals for each of the other NEOs. The Compensation Committee evaluates the Chief Executive Officer’s annual performance and receives input from the full Board. When evaluating performance for 2025, these assessments included the following areas of focus: strategic plan, risk management initiatives, financial/operating results and metrics, leadership, acquisition and integration of Territorial Bancorp and Territorial Savings Bank, drivers of profitability enhancement, enabling a durable, growth-oriented operating model, expanding customer relationships and developing a high-performance culture. Key highlights and assessments of individual goals for 2025 are set forth below:

  102. Individual Performance (20% of STIP)

    | | Individual Contributions | | Kevin S. Kim | During 2025, Mr. Kim was responsible for expanding the executive leadership of the Bank, adding talent and expertise to expand commercial banking, strengthen credit risk management, and grow fee-based businesses. Under Mr. Kim’s leadership, the Bank’s executive team revised and enhanced its strategic planning process, to collectively build a durable, growth-oriented operating model. Mr. Kim also oversaw the successful closing of the Territorial Bancorp acquisition and integration of Territorial Savings Bank in 2025. These factors resulted in an 80% bonus payout for the individual performance component of the STIP. | | Julianna Balicka | In 2025, Ms. Balicka oversaw the operationalization of the Bank’s new management reporting system and improved the Bank’s pricing models and relationship profitability assessments. She also led the realignment of the Bank’s loan and deposit portfolios, and customer relationships, to reflect frontline leadership changes and updated customer-profile segments. Under her leadership, the Bank began and continued to expand an active tax credit investment strategy. Ms. Balicka oversaw the successful closing of the Territorial Bancorp acquisition, the financial integration of Territorial Savings Bank, and the integration management office for the acquisition in 2025. These factors resulted in an 84% bonus payout for the individual performance component of the STIP. | | Jason Kim | Mr. Kim assumed the role of Chief Business Banking Officer in 2025, and his scope of responsibility expanded to include investor commercial real estate, in addition to business banking and the SBA department. Mr. Kim oversees the SBA department, which delivered solid year-over-year growth in production volume and net gain on sale income in 2025. These factors resulted in an 84% bonus payout for the individual performance component of the STIP. | | Peter J. Koh | Mr. Koh oversaw the revision of the strategic planning process in 2025, and the development of the new 3-year strategic plan with participation of new frontline leadership and reflecting the organization’s updated segments. Mr. Koh oversees the credit administration function of the Bank, and performance of the asset quality-related financial metric exceeded target in 2025. Mr. Koh also oversees the operations functions of the Bank, which successfully integrated Territorial Savings Bank in 2025. These factors resulted in an 88% bonus payout for the individual performance component of the STIP. | | Thomas P. Stenger | Mr. Stenger oversees the Company’s enterprise risk management function, which includes oversight of multiple areas of risk, including third party risk management, procurement, information security, compliance, model risk management, enterprise risk management and independent credit review. As a result of Mr. Stenger’s leadership, the Company continues to maintain a strong and balanced risk management program. Mr. Stenger oversaw the successful integration of the Territorial Savings Bank risk functions in 2025. These factors resulted in an 86% bonus payout for the individual performance component of the STIP. |

  103. Individual Performance (20% of STIP)

    | 2026 PROXY STATEMENT | 47 | |

  104. 2025 Actual STIP Earned

    2025 Actual STIP Earned Below is the total 2025 STIP award earned by each NEO. The corporate performance component of the STIP is reported under the Non-Equity Incentive Compensation column of the Summary Compensation Table and the individual performance component is reported under the Bonus column.

  105. 2025 Actual STIP Earned

    | | Corporate Performance Metrics | Individual Performance | Total Cash Incentive Earned | % of Target Award Earned | | Kevin S. Kim | $778,008 | $184,800 | $962,808 | 83% | | Julianna Balicka | $131,172 | $32,848 | $164,550 | 84% | | Jason Kim | $135,555 | $33,809 | $169,364 | 84% | | Peter J. Koh | $155,955 | $40,557 | $196,512 | 85% | | Thomas P. Stenger | $157,622 | $40,248 | $197,870 | 85% |

  106. Long-Term Equity Incentive Awards

    Long-Term Equity Incentive Awards The Compensation Committee believes that equity-based compensation ensures that the Company’s officers have a personal stake in the long-term success of the Company without encouraging such officers to take inappropriate or unnecessary risks. Our LTIP has the following objectives:

  107. Long-Term Equity Incentive Awards

    | ● | Attract and retain the services of individuals who are likely to make significant contributions to the Company’s success; |

  108. Long-Term Equity Incentive Awards

    | ● | Encourage ownership of the Company’s Common Stock by employees; |

  109. Long-Term Equity Incentive Awards

    | ● | Align executives with stockholder interests; and |

  110. Long-Term Equity Incentive Awards

    | ● | Ensure sound risk management by providing a balanced view of performance and aligning rewards with the longer-term time horizon of risk outcomes. |

  111. Long-Term Equity Incentive Awards

    The LTIP provides for long-term incentive opportunities through a combination of time-based and performance-contingent equity grants. A select group of senior management and key executives who impact organization-wide results will be considered for LTIP participation by the Compensation Committee on an annual basis, with consideration of input from our Chief Executive Officer. The Compensation Committee determined that 50% of the 2025 Long-Term Incentive Program (“2025 LTIP”) award was subject to time-based vesting and 50% of the 2025 LTIP was subject to performance-based vesting for all recipients, including our NEOs. Unless determined otherwise by the Compensation Committee, LTIP awards are expected to be granted annually, with overlapping three-year performance cycles. All LTIP awards granted in 2025 were granted under our stockholder-approved 2024 Equity Incentive Compensation Plan (“2024 Plan”). LTIP awards are typically granted on the date the Compensation Committee approves them, usually during its first-quarter meeting in March of each fiscal year. When awards are granted in March, it is typically after the Company files its Annual Report on Form 10-K for the prior fiscal year. If an event requires public disclosure around that time, the Company may delay granting equity awards until the information is shared with the market. Details about the grant date for 2025 awards can be found in “Executive Compensation Tables — Grants of Plan-Based Award Table” under this Proposal 3. With regards to stock options, the Company does not grant stock options or similar awards to Section 16 Officers or other SEVPs or EVPs in anticipation of the release of material nonpublic information that is likely to result in changes to the price of the Company’s stock, such as a significant positive or negative earnings announcement, or time the public release of such information based on stock option grant dates. In addition, the Company does not grant stock options or similar awards during the four business days prior to or the one business day following the filing of our periodic reports or the filing or furnishing of a Current Report on Form 8-K that discloses material nonpublic information. These restrictions do not apply to restricted stock units or other types of equity awards that do not include an exercise price related to the market price of the Company’s stock on the date of grant. We typically deploy time-based and performance-based restricted stock units for our LTIP awards.

  112. Long-Term Equity Incentive Awards

    | | 48 | 2026 PROXY STATEMENT |

  113. Long-Term Equity Incentive Awards

    With the exception of termination due to change in control, and in some cases death or disability, participants will generally forfeit all rights to any unvested portion of LTIP awards upon termination of employment. The LTIP is subject to the Company’s clawback policy, as it may be modified from time to time. The time-vesting component of LTIP awards is granted as RSUs that vest one-third each on the first three anniversaries of the grant date. For the 2025 LTIP grant any PSUs earned are based on the achievement of pre-established performance goals over a three-year performance period. These goals, designed to measure sustained business success, are set and overseen by the Compensation Committee with input from management. At the end of three years, the Company’s performance is assessed to determine the final award payout. After reviewing our compensation peer group practices and LTIP metrics, the Committee approved 2025 PSUs, the vesting of which is based on the return on average tangible common equity (“ROTCE”), excluding notable items, and relative total stockholder return (“TSR”). We believe ROTCE strongly correlates with stockholder value creation, is transparent to investors and is calculated on the same basis as described in our quarterly earnings releases and supplemental materials, and balances growth and profitability. We believe relative TSR promotes stockholder alignment and links the compensation of our NEOs to long-term value creation since the payout is directly linked to the Company’s long-term TSR relative to the KBW Nasdaq Regional Banking Index over a three-year period. In 2025, the Compensation Committee increased the prior year weighting of ROTCE from 50% to 70%, and decreased the weighting of TSR from 50% to 30%, to put greater emphasis on the ROTCE metric as a component of the overall LTIP performance.

  114. Long-Term Equity Incentive Awards

    | Performance Measure | Weighting | Measurement Perspective | Performance Goals | | | | | | | Threshold | Target | Stretch | | Return on Average Tangible Common Equity (excluding notable items)(1) | 70% | Absolute | Threshold, target and maximum goals are based on the Company’s internal three-year forecast at the time of grant. | | | | Total Stockholder Return(2) | 30% | Relative | 25th Percentile | 50th Percentile | 75th Percentile | | Payout as % of Target | | | 50% | 100% | 150% |

  115. Long-Term Equity Incentive Awards

    | (1) ROTCE (excluding notable items) is measured on an absolute basis against the Company’s three-year forecast at the time of grant, taking the average of the ROTCE for the period from January 1, 2025 through December 31, 2027. Notable items are excluded from this calculation. Notable items vary year-to-year, depending on circumstances, and are disclosed through reconciliation tables of GAAP to Non-GAAP Financial Measures in the Company’s financial statements. ROTCE (excluding notable items) is a non-GAAP financial measure; it is calculated by taking net income (excluding notable items) and dividing it by average tangible common equity. Average tangible common equity is a non-GAAP financial measure and is calculated as average stockholders’ equity less goodwill and core deposit intangible assets, net. Until the performance period is completed, the threshold/target and stretch goals of ROTCE are not being disclosed due to competitive harm. |

  116. Long-Term Equity Incentive Awards

    | (2) TSR is measured on a relative basis against the KBW Nasdaq Regional Banking Index over the period of January 1, 2025 through December 31, 2027. The Compensation Committee believes that the KBW Nasdaq Regional Banking Index is an appropriate benchmark because it represents a robust, broad representation of the potential opportunity cost of investing in the Company from an investor’s perspective. |

  117. Long-Term Equity Incentive Awards

    Performance below “Threshold” for a given performance measure will result in the forfeiture of that portion of the LTIP award. Performance at or above “Stretch” for a given performance measure will result in a payout equal to 150% of the respective target portion of the LTIP award. Performance between “Threshold—Target—Stretch” will be determined using a straight-line interpolation and rounded up to the nearest whole number of shares.

  118. Long-Term Equity Incentive Awards

    | 2026 PROXY STATEMENT | 49 | |

  119. Long-Term Equity Incentive Awards

    Each LTIP participant has a target award denominated as a percentage of his/her base salary in effect on the date of grant as determined by the Compensation Committee, taking into account recommendations from our Chief Executive Officer with respect to the other NEOs. The following table summarizes target award opportunities, expressed as grant date fair market value as a percentage of base salary, for each NEO under the LTIP. As compared to the prior year, the 2025 award targets and ranges are the same as the 2024 award target and ranges.

  120. Long-Term Equity Incentive Awards

    | Position | Total Target Award as % of Salary | LTIP: Time-Based Vesting RSUs | LTIP: Target Performance- Contingent PSUs | | Chairman, President & Chief Executive Officer | 150% | 75% | 75% | | Other NEOs | 40% - 60% | 20% - 30% | 20% - 30% |

  121. Long-Term Equity Incentive Awards

    The Compensation Committee approved the following number of units underlying LTIP equity awards granted to the NEOs in 2025.

  122. Long-Term Equity Incentive Awards

    | | Grant Date | LTIP: Time-Based Vesting RSUs (#) | LTIP: PSUs ROTCE (at target) (#) | LTIP: PSUs TSR (at target) (#) | | Kevin S. Kim | 3/21/2025 | 78,947 | 55,263 | 23,684 | | Julianna Balicka | 3/21/2025 | 11,244 | 7,871 | 3,373 | | Jason Kim | 3/21/2025 | 10,287 | 7,201 | 3,086 | | Peter J. Koh | 3/21/2025 | 14,066 | 9,847 | 4,220 | | Thomas P. Stenger | 3/21/2025 | 11,961 | 8,373 | 3,589 |

  123. Long-Term Equity Incentive Awards

    For the PSUs that were granted in 2025, below is the grant date of each award and the value assuming the most probable outcome is achieved and the grant date fair value assuming achievement of the target and maximum levels of performance:

  124. Long-Term Equity Incentive Awards

    | | Grant Date | Description of PSU Granted | Grant Date Fair Value | | | | | | | Assuming Most Probable Outcome is Achieved(1) | Assuming Target Outcome is Achieved(2) | Assuming Maximum Value is Achieved(3) | | Kevin S. Kim | 3/21/2025 | LTIP (Performance-Based Absolute ROTCE) | $577,498 | $577,498 | $866,248 | | | 3/21/2025 | LTIP (Performance-Based Relative TSR) | $172,656 | $247,498 | $371,247 | | Julianna Balicka | 3/21/2025 | LTIP (Performance-Based Absolute ROTCE) | $82,252 | $82,252 | $123,378 | | | 3/21/2025 | LTIP (Performance-Based Relative TSR) | $24,589 | $35,248 | $52,872 | | Jason Kim | 3/21/2025 | LTIP (Performance-Based Absolute ROTCE) | $75,250 | $75,250 | $112,876 | | | 3/21/2025 | LTIP (Performance-Based Relative TSR) | $22,497 | $32,249 | $48,373 | | Peter J. Koh | 3/21/2025 | LTIP (Performance-Based Absolute ROTCE) | $102,901 | $102,901 | $154,352 | | | 3/21/2025 | LTIP (Performance-Based Relative TSR) | $30,764 | $44,099 | $66,149 | | Thomas P. Stenger | 3/21/2025 | LTIP (Performance-Based Absolute ROTCE) | $87,498 | $87,498 | $131,247 | | | 3/21/2025 | LTIP (Performance-Based Relative TSR) | $26,164 | $37,505 | $56,258 |

  125. Long-Term Equity Incentive Awards

    | (1) Amounts reported represent most probable outcome achieved in accordance with FASB ASC Topic 718. For each LTIP performance-based relative TSR award, the value of the shares and probable vesting was determined assuming the most probable outcome achieved is calculated using the Monte Carlo simulation model. For more information about the Monte Carlo simulation model, please see the footnotes to the “Summary Compensation Table” under this Proposal 3. In addition, please see Note 16 of the Company’s consolidated financial statements in our 2025 Annual Report on Form 10-K, incorporated by reference herein, for information regarding assumptions underlying valuation of equity awards. |

  126. Long-Term Equity Incentive Awards

    | (2) Assumes achievement of the target level of performance conditions, which is calculated as the target number of shares multiplied by $10.45, the closing price per share of the Company’s Common Stock on March 21, 2025, the date of grant. |

  127. Long-Term Equity Incentive Awards

    | (3) Assumes achievement of the maximum level of performance conditions, which is calculated as the maximum number of shares multiplied by $10.45, the closing price per share of the Company’s Common Stock on March 21, 2025, the date of grant. |

  128. Long-Term Equity Incentive Awards

    | | 50 | 2026 PROXY STATEMENT |

  129. 2023 LTIP Grants

    2023 LTIP Grants For the 2023 LTIP grant, our Compensation Committee approved PSUs based on absolute EPS for a 12-month performance period, and relative ROTCE and relative TSR contingent on the achievement of pre-established three-year performance goals as shown in the table below. Results for EPS are linearly interpolated for performance between threshold and target and target and stretch levels. For relative ROTCE and TSR, adjustments for levels achieved between the 25th, 50th, and 75th percentiles are also linearly interpolated. The table below also shows actual performance results achieved.

  130. 2023 LTIP Grants

    | | | | 2023-2025 Performance Goals | | | Results | | | Performance Measure | Weighting | Measurement Perspective | Threshold | Target | Stretch | Actual Performance | Percentage of Target Achieved | | Earnings Per Share(1) | 40% | Absolute | $1.12 | $1.25 | $1.38 | $1.11 | 0% | | Return on Average Tangible Common Equity(2) | 40% | Relative | 25th Percentile | 50th Percentile | 75th Percentile | 9th Percentile | 0% | | Total Stockholder Return(3) | 40% | Relative | 25th Percentile | 50th Percentile | 75th Percentile | 16th Percentile | 0% | | Payout as % of Target | | | 50% | 100% | 150% | | |

  131. 2023 LTIP Grants

    | (1) EPS was measured on an absolute basis against the Company’s target performance goals over the period January 1, 2023 through December 31, 2023. |

  132. 2023 LTIP Grants

    | (2) ROTCE is measured on a relative basis against a defined group of peer banks over the period January 1, 2023 through December 31, 2025. ROTCE is a non-GAAP financial measure; it is calculated by taking net income and dividing it by average tangible common equity. Average tangible common equity is a non-GAAP financial measure and is calculated as average stockholders’ equity less goodwill and core deposit intangible assets, net. |

  133. 2023 LTIP Grants

    | (3) TSR is measured on a relative basis against a defined group of peer banks over the period January 1, 2023 through December 31, 2025 (calculated assuming that dividends during the period are reinvested in Company shares on the date paid). |

  134. 2023 LTIP Grants

    The target shares for the 2023 LTIP awards, as well as the number of shares earned based on actual performance of EPS, ROTCE and TSR, is set forth below. The actual award earned was calculated based on the target shares multiplied by the percentage payout.

  135. 2023 LTIP Grants

    | | Grant Date | Target Shares | Performance Achieved | % Payout | Shares Vested on March 13, 2026 | | Kevin S. Kim | 3/23/2023 | 68,123 | Below Threshold | 0% | 0 | | Julianna Balicka(1) | | | — | — | — | | Jason Kim | 3/23/2023 | 8,218 | Below Threshold | 0% | 0 | | Peter J. Koh | 3/23/2023 | 9,516 | Below Threshold | 0% | 0 | | Thomas P. Stenger | 3/23/2023 | 7,353 | Below Threshold | 0% | 0 |

  136. 2023 LTIP Grants

    | (1) Julianna Balicka was appointed Chief Financial Officer of the Company and the Bank effective April 17, 2023. |

  137. 2023 LTIP Grants

    | 2026 PROXY STATEMENT | 51 | |

  138. Summary Compensation Table

    Summary Compensation Table The “Summary Compensation Table” and related narratives present the compensation paid to or earned by our NEOs for the years ended December 31, 2025, 2024 and 2023.

  139. Summary Compensation Table

    | Name and Principal Position | Year | Salary | Bonus(1) | Stock Awards(2) | Options Awards | Non-Equity Incentive Plan Compensation(3) | Change in Pension Value and Nonqualified Deferred Compensation Earnings(4) | All Other Compensation(5) | Total | | Kevin S. Kim Chairman, President & Chief Executive Officer | 2025 | $1,140,192 | $184,850 | $1,575,151 | — | $778,008 | $7,130 | $99,785 | $3,785,116 | | | 2024 | $1,086,538 | $189,700 | $1,604,158 | — | $351,560 | $6,699 | $76,113 | $3,314,768 | | | 2023 | $1,050,000 | $1,050 | $1,234,428 | — | $654,980 | $6,295 | $60,712 | $3,007,465 | | Julianna Balicka(6) Chief Financial Officer | 2025 | $483,738 | $32,898 | $224,341 | — | $131,702 | — | — | $872,679 | | | 2024 | $464,615 | $39,975 | $228,465 | — | $60,085 | — | — | $793,140 | | | 2023 | $311,538 | $145,050 | $228,750 | — | — | — | — | $685,338 | | Jason Kim Chief Business Banking Officer | 2025 | $442,569 | $33,859 | $205,247 | — | $135,555 | — | $34,613 | $851,843 | | Peter J. Koh Chief Operating Officer | 2025 | $507,904 | $40,607 | $280,655 | — | $155,955 | — | $31,120 | $1,016,241 | | | 2024 | $476,539 | $29,588 | $285,823 | — | $70,472 | — | $31,050 | $893,472 | | | 2023 | $429,231 | $160,050 | $253,876 | — | — | — | $30,675 | $873,832 | | Thomas P. Stenger Chief Risk Officer | 2025 | $514,615 | $40,298 | $238,654 | — | $157,622 | — | $174,167 | $1,125,356 | | | 2024 | $494,714 | $18,150 | $218,743 | — | $71,910 | — | $139,408 | $942,925 | | | 2023 | $475,991 | $105,050 | $213,313 | — | — | — | $155,513 | $949,867 |

  140. Summary Compensation Table

    | (1) Includes the amount earned from the 20% discretionary bonus opportunity based on achievement of individual performance objectives under the 2025 STIP (as was further described in the CD&A under this Proposal 3) and the 20% discretionary bonus opportunity based on achievement of individual performance objectives under the 2024 STIP, and a holiday bonus paid during the fourth quarter of 2025, 2024 and 2023. For 2023, for all the NEOs other than the CEO, includes the amount earned from the 100% discretionary bonus opportunity. |

  141. Summary Compensation Table

    | (2) Amounts reported represent the aggregate grant date fair value for RSUs and PSUs granted in each respective year in accordance with FASB ASC Topic 718, excluding the effect of forfeitures. See “Stock Based Compensation” in Note 16 of the Company’s consolidated financial statements included in our 2025 Annual Report on Form 10-K, incorporated by reference herein, for more information regarding the Company’s accounting for stock-based compensation. Amounts reported herein include (i) time-based RSUs issued under our 2025 LTIP and (ii) PSUs issued under our 2025 LTIP. The amounts shown in the “Summary Compensation Table” above do not represent the actual value realized by each NEO. The table on the following page sets forth the grant date fair value for each award granted to the NEOs during the year ended December 31, 2025. For PSUs, the table presents both the grant date fair value assuming achievement of the most probable outcome of the performance conditions (which is the amount set forth in column of the “Summary Compensation Table” titled Stock Awards), and the grant date fair value assuming the maximum award amount is achieved (which is calculated as the maximum number of shares that could be achieved multiplied by $10.45, the closing price per share of the Company’s Common Stock on March 21, 2025, the date of grant). For each LTIP performance-based relative TSR award, the most probable outcome achieved was calculated using the target number of shares multiplied by $7.29 per share, which share price was determined using a Monte Carlo simulation model in a risk-neutral framework which simulates a range of possible future stock prices and estimates the probabilities of the potential payouts. The Monte Carlo inputs for the grant date fair value of these awards granted in fiscal year 2025 include: (i) an expected life of 2.8 years, based on the period between the grant date and the end of the performance period; (ii) a risk-free rate of 3.9%, based on applicable U.S. treasury yields; (iii) a volatility of 34.6% based on the historical volatility of our common stock; (iv) a dividend rate of 5.4% based on our dividend payment history; and (v) a starting common stock price of $10.45 which was the closing price of our common stock on the Nasdaq Stock Market on the date of grant. See “Executive Compensation Tables — Grants of Plan Based Awards Table” under this Proposal 3 and the CD&A for additional details regarding the awards. |

  142. Summary Compensation Table

    | | 54 | 2026 PROXY STATEMENT |

  143. Summary Compensation Table

    | | | | Grant Date Fair Value | | | | Grant Date | Type of Award Granted | Assuming Most Probable Outcome is Achieved | Assuming Maximum Value is Achieved | | Kevin S. Kim | 3/21/2025 | LTIP (Time-Based) | $824,966 | $824,966 | | | 3/21/2025 | LTIP (Performance-Based Relative ROTCE) | $577,498 | $866,248 | | | 3/21/2025 | LTIP (Performance-Based Relative TSR) | $172,656 | $371,247 | | Julianna Balicka | 3/21/2025 | LTIP (Time-Based) | $117,500 | $117,500 | | | 3/21/2025 | LTIP (Performance-Based Relative ROTCE) | $82,252 | $123,378 | | | 3/21/2025 | LTIP (Performance-Based Relative TSR) | $24,589 | $52,872 | | Jason Kim | 3/21/2025 | LTIP (Time-Based) | $107,499 | $107,499 | | | 3/21/2025 | LTIP (Performance-Based Relative ROTCE) | $75,250 | $112,876 | | | 3/21/2025 | LTIP (Performance-Based Relative TSR) | $22,497 | $48,373 | | Peter J. Koh | 3/21/2025 | LTIP (Time-Based) | $146,990 | $146,990 | | | 3/21/2025 | LTIP (Performance-Based Relative ROTCE) | $102,901 | $154,352 | | | 3/21/2025 | LTIP (Performance-Based Relative TSR) | $30,764 | $66,149 | | Thomas P. Stenger | 3/21/2025 | LTIP (Time-Based) | $124,992 | $124,992 | | | 3/21/2025 | LTIP (Performance-Based Relative ROTCE) | $87,498 | $131,247 | | | 3/21/2025 | LTIP (Performance-Based Relative TSR) | $26,164 | $56,258 |

  144. Summary Compensation Table

    | (3) Reflects the 80% portion of the annual 2025 STIP based on achievement of the financial metrics (as was further described in the CD&A under this Proposal 3) and the 80% portion of the annual 2024 STIP based on achievement of financial metrics, and reflects amounts earned under the 2023 STIP. |

  145. Summary Compensation Table

    | (4) For Kevin S. Kim, amounts shown are above-market interest on his long-term incentive agreement deferred account, based on the difference between the 6.25% annual interest rate provided on the long-term incentive agreement account and 120% of the applicable federal long-term rate (compounded monthly) in effect at the time the respective long-term incentive agreement was established, which was 3.67%. For Jason Kim, there were no above market interest amounts on his long-term incentive agreement deferred account, based on the difference between the 5% annual interest rate provided on the long-term incentive agreement account and 120% of the applicable federal long term rate (compounded monthly) in effect at the time the respective long-term incentive agreement was established, which was 5.05%. |

  146. Summary Compensation Table

    | (5) For 2025, all other compensation for each NEO includes the following: |

  147. Summary Compensation Table

    | | Year | 401(k) Match | Auto Allowance | Perquisites(a) | Other | Total | | Kevin S. Kim | 2025 | $21,000 | — | $78,785 | — | $99,785 | | Julianna Balicka | 2025 | — | — | — | — | — | | Jason Kim | 2025 | $20,690 | $13,800 | $123 | — | $34,613 | | Peter J. Koh | 2025 | $17,320 | $13,800 | — | — | $31,120 | | Thomas P. Stenger | 2025 | $12,514 | $13,800 | $147,853 | — | $174,617 |

  148. Summary Compensation Table

    | (a) Perquisites in 2025 for Kevin S. Kim includes monthly membership fees at a social club and a country club, aggregating $46,804, auto-related expense reimbursements of $25,981, and executive medical program reimbursement of $6,000; for Jason Kim it includes $123 for bank owned life insurance; for Thomas P. Stenger it includes relocation and travel expenses of $147,853. |

  149. Summary Compensation Table

    | (6) Julianna Balicka was appointed Chief Financial Officer of the Company and the Bank effective April 17, 2023. |

  150. Summary Compensation Table

    | 2026 PROXY STATEMENT | 55 | |

  151. Grants of Plan-Based Awards Table

    Grants of Plan-Based Awards Table The following summarizes non-equity and equity incentive awards granted to the NEOs during the fiscal year ended December 31, 2025, under our 2024 Plan. There were no other plan-based awards granted to NEOs during the year.

  152. Grants of Plan-Based Awards Table

    | | | Estimated Future Payouts Under Non-equity Incentive Plan Awards | | | Estimated Future Payouts Under Equity Incentive Plan Awards(1) | | | All Other Stock Awards: Number of Shares | All Other Option Awards: Number of Securities | Exercise or Base Price of Option | Grant Date Fair Value of Stock | | | Grant | | | | | | | of Stock | Underlying | Awards | and Option | | Name | Date | Threshold | Target | Maximum | Threshold | Target | Maximum | or Units | Options | ($/Sh) | Awards(2) | | Kevin S. Kim Chairman, President & Chief Executive Officer | 3/21/2025(3) | $462,000 | $924,000 | $1,386,000 | — | — | — | — | — | — | — | | | 3/21/2025 | — | — | — | — | — | — | 78,947(4) | — | — | — | | | 3/21/2025 | — | — | — | 27,632 | 55,263 | 82,895 | — | — | — | $577,498 | | | 3/21/2025 | — | — | — | 11,842 | 23,684 | 35,526 | — | — | — | $172,656 | | Julianna Balicka Chief Financial Officer | 3/21/2025(3) | $78,208 | $156,416 | $234,624 | — | — | — | — | — | — | — | | | 3/21/2025 | — | — | — | — | — | — | 11,244(4) | — | — | $117,500 | | | 3/21/2025 | | | | 3,936 | 7,871 | 11,807 | — | | | $82,252 | | | 3/21/2025 | | | | 1,687 | 3,373 | 5,060 | — | | | $24,589 | | Jason Kim Chief Business Banking Officer | 3/21/2025(3) | $80,496 | $160,992 | $241,488 | — | — | — | — | — | — | — | | | 3/21/2025 | — | — | — | — | — | — | 10,287(4) | — | — | $107,499 | | | 3/21/2025 | — | — | — | 3,601 | 7,201 | 10,802 | — | — | — | $75,250 | | | 3/21/2025 | — | — | — | 1,543 | 3,086 | 4,629 | — | — | — | $22,497 | | Peter J. Koh Chief Operating Officer | 3/21/2025(3) | $92,610 | $185,220 | $277,830 | — | — | — | — | — | — | — | | | 3/21/2025 | — | — | — | — | — | — | 14,066(4) | — | — | $146,990 | | | 3/21/2025 | — | — | — | 4,924 | 9,847 | 14,771 | — | — | — | $102,901 | | | 3/21/2025 | — | — | — | 2,110 | 4,220 | 6,330 | — | — | — | $30,764 | | Thomas P. Stenger Chief Risk Officer | 3/21/2025(3) | $93,600 | $187,200 | $280,800 | — | — | — | — | — | — | — | | | 3/21/2025 | — | — | — | — | — | — | 11,961(4) | — | — | $124,992 | | | 3/21/2025 | — | — | — | 4,187 | 8,373 | 12,560 | — | — | — | $87,498 | | | 3/21/2025 | — | — | — | 1,795 | 3,589 | 5,384 | — | — | — | $26,164 |

  153. Grants of Plan-Based Awards Table

    | (1) Represents PSUs issued in accordance with the objectives of the 2025 LTIP, which PSUs will vest in full no later than March 21, 2028 (or an earlier date) if the performance criteria are met. |

  154. Grants of Plan-Based Awards Table

    | (2) The grant date fair value (with respect to performance-based awards, based on the probable outcome of the applicable performance conditions), is computed in accordance with FASB ASC Topic 718. See Note 16 of the Company’s consolidated financial statements in our 2025 Annual Report on Form 10-K, incorporated by reference herein, for information regarding assumptions underlying valuation of equity awards. |

  155. Grants of Plan-Based Awards Table

    | (3) Reflects the 80% portion of the annual STIP for all NEOs, which is earned based on achievement of pre-determined financial objectives. |

  156. Grants of Plan-Based Awards Table

    | (4) Amounts reflect 2025 LTIP grants of time-vested restricted stock units under our 2024 Plan, which vest ratably on each of the first three anniversaries of the grant date. |

  157. Grants of Plan-Based Awards Table

    | | 56 | 2026 PROXY STATEMENT |

  158. Outstanding Equity Awards at Fiscal Year-End Table

    Outstanding Equity Awards at Fiscal Year-End Table The following table presents information concerning the value of all unexercised options and unvested stock awards awarded to the NEOs and remaining outstanding as of December 31, 2025. This includes options and unvested restricted stock and restricted stock units granted under the 2024 Plan, the 2019 Plan and the 2016 Plan.

  159. Outstanding Equity Awards at Fiscal Year-End Table

    | | | Option Awards | | | | Stock Awards | | | | | Name | Option/Stock Award Grant Date | Number of Securities Underlying Unexercised Options: Exercisable | Number of Securities Underlying Unexercised Options: Unexercisable | Option Exercise Price | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested(1) | Market Value of Shares or Units of Stock That Have Not Vested(2) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested(3) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested(2) | | Kevin S. Kim Chairman, President & Chief Executive Officer | 5/26/2016 | 30,660 | — | $16.12 | 5/26/2026 | — | — | — | — | | | 9/1/2016 | 60,000 | — | $17.18 | 9/1/2026 | — | — | — | — | | | 3/22/2023 | — | — | — | — | 22,708 | $248,880 | — | — | | | 3/22/2023(4) | — | — | — | — | — | — | — | — | | | 3/22/2023(5) | — | — | — | — | — | — | 13,625 | $149,325 | | | 3/22/2023(5) | — | — | — | — | — | — | 6,813 | $74,665 | | | 7/19/2024 | — | — | — | — | 43,341 | $475,017 | — | — | | | 7/19/2024(6) | — | — | — | — | — | — | 16,253 | $178,133 | | | 3/22/2023(6) | — | — | — | — | — | — | 16,253 | $178,133 | | | 3/21/2025 | — | — | — | — | 78,947 | $865,259 | | — | | | 3/21/2025(7) | — | — | — | — | — | — | 27,632 | $302,841 | | | 3/21/2025(7) | — | — | — | — | — | — | 11,842 | $129,788 | | Julianna Balicka Chief Financial Officer | 4/27/2023 | — | — | — | — | 15,000 | $164,400 | — | — | | | 7/19/2024 | — | — | — | — | 6,173 | $67,656 | — | — | | | 7/19/2024(6) | — | — | — | — | — | — | 2,315 | $25,372 | | | 7/19/2024(6) | — | — | — | — | — | — | 2,315 | $25,372 | | | 3/21/2025 | — | — | — | — | 11,244 | $123,234 | — | — | | | 3/21/2025(7) | — | — | — | — | — | — | 3,936 | $43,139 | | | 3/21/2025(7) | — | — | — | — | — | — | 1,687 | $18,490 | | Jason Kim Chief Business Banking Officer | 9/1/2016 | 30,000 | — | $17.18 | 9/1/2026 | — | — | — | — | | | 3/22/2023 | — | — | — | — | 2,739 | $30,019 | — | — | | | 3/22/2023(4) | — | — | — | — | — | — | — | — | | | 3/22/2023(5) | — | — | — | — | — | — | 1,644 | $18,013 | | | 3/22/2023(5) | — | — | — | — | — | — | 822 | $9,009 | | | 7/19/2024 | — | — | — | — | 5,083 | $55,710 | — | — | | | 7/19/2024(6) | — | — | — | — | — | — | 1,906 | $20,890 | | | 7/19/2024(6) | — | — | — | — | — | — | 1,906 | $20,890 | | | 3/21/2025 | — | — | — | — | 10,287 | $112,746 | — | — | | | 3/21/2025(7) | — | — | — | — | — | — | 3,601 | $39,461 | | | 3/21/2025(7) | — | — | — | — | — | — | 1,543 | $16,911 |

  160. Outstanding Equity Awards at Fiscal Year-End Table

    | 2026 PROXY STATEMENT | 57 | |

  161. Outstanding Equity Awards at Fiscal Year-End Table

    | | | Option Awards | | | | Stock Awards | | | | | Name | Option/Stock Award Grant Date | Number of Securities Underlying Unexercised Options: Exercisable | Number of Securities Underlying Unexercised Options: Unexercisable | Option Exercise Price | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested(1) | Market Value of Shares or Units of Stock That Have Not Vested(2) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested(3) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested(2) | | Peter J. Koh Chief Operating Officer | 9/1/2016 | 20,000 | — | $17.18 | 9/1/2026 | — | — | — | — | | | 3/22/2023 | — | — | — | — | 3,172 | $34,765 | — | — | | | 3/22/2023(4) | — | — | — | — | — | — | — | — | | | 3/22/2023(5) | — | — | — | — | — | — | 1,903 | $20,857 | | | 3/22/2023(5) | — | — | — | — | — | — | 952 | $10,434 | | | 7/19/2024 | — | — | — | — | 7,723 | $84,644 | — | — | | | 7/19/2024(6) | — | — | — | — | — | — | 2,896 | $31,740 | | | 7/19/2024(6) | — | — | — | — | — | — | 2,896 | $31,740 | | | 3/21/2025 | — | — | — | — | 14,066 | $154,163 | — | — | | | 3/21/2025(7) | — | — | — | — | — | — | 4,924 | $53,962 | | | 3/21/2025(7) | — | — | — | — | — | — | 2,110 | $23,126 | | Thomas P. Stenger Chief Risk Officer | 3/22/2023 | — | — | — | — | 2,451 | $26,863 | — | — | | | 3/22/2023(4) | — | — | — | — | — | — | — | — | | | 3/22/2023(5) | — | — | — | — | — | — | 1,471 | $16,117 | | | 3/22/2023(5) | — | — | — | — | — | — | 736 | $8,061 | | | 7/19/2024 | — | — | — | — | 5,911 | $64,785 | — | — | | | 7/19/2024(6) | — | — | — | — | — | — | 2,216 | $24,287 | | | 7/19/2024(6) | — | — | — | — | — | — | 2,217 | $24,293 | | | 3/21/2025 | — | — | — | — | 11,961 | $131,093 | — | — | | | 3/21/2025(7) | — | — | — | — | — | — | 4,187 | $45,884 | | | 3/21/2025(7) | — | — | — | — | — | — | 1,795 | $19,668 |

  162. Outstanding Equity Awards at Fiscal Year-End Table

    | | 58 | 2026 PROXY STATEMENT |

  163. Outstanding Equity Awards at Fiscal Year-End Table

    | (1) Vesting information about RSUs outstanding at December 31, 2025, are set forth in the table below; RSUs are time-vested only: |

  164. Outstanding Equity Awards at Fiscal Year-End Table

    | | Grant Date | Program RSUs Granted Under | Shares Granted | Vesting Period | Vesting Portion | Vesting Begins /Occurs | | Kevin S. Kim | 3/22/2023 | 2023 LTIP | 68,122 | 3 years | | | | | 7/19/2024 | 2024 LTIP | 65,011 | 3 years | | | | | 3/21/2025 | 2025 LTIP | 78,947 | 3 years | | | | Julianna Balicka | 4/27/2023 | New Hire Grant | 25,000 | 5 years | | | | | 7/19/2024 | 2024 LTIP | 9,259 | 3 years | | | | | 3/21/2025 | 2025 LTIP | 11,244 | 3 years | | | | Jason Kim | 3/22/2023 | 2023 LTIP | 8,217 | 3 years | Substantially equal vesting | First anniversary of grant date | | | 7/19/2024 3/21/2025 | 2024 LTIP 2025 LTIP | 7,624 10,287 | 3 years 3 years | | | | Peter J. Koh | 3/22/2023 | 2023 LTIP | 9,515 | 3 years | | | | | 7/19/2024 | 2024 LTIP | 11,583 | 3 years | | | | | 3/21/2025 | 2025 LTIP | 14,066 | 3 years | | | | Thomas P. Stenger | 3/22/2023 | 2023 LTIP | 7,352 | 3 years | | | | | 7/19/2024 | 2024 LTIP | 8,865 | 3 years | | | | | 3/21/2025 | 2025 LTIP | 11,961 | 3 years | | |

  165. Outstanding Equity Awards at Fiscal Year-End Table

    | (2) Value based on $10.96, the closing price per share of the Company’s Common Stock on December 31, 2025. |

  166. Outstanding Equity Awards at Fiscal Year-End Table

    | (3) Represents the number of shares issuable for each PSU, assuming achievement of performance conditions at threshold level. |

  167. Outstanding Equity Awards at Fiscal Year-End Table

    | (4) Represents PSUs that were scheduled to vest in March 2026, that were not earned due to failure to achieve the threshold performance condition based on a 12-month EPS goal as described in “2025 Executive Compensation Program in Detail — 2023 LTIP Grants” under this Proposal 3. |

  168. Outstanding Equity Awards at Fiscal Year-End Table

    | (5) Represents PSUs that were scheduled to vest in March 2026, that were not earned due to failure to achieve the threshold performance condition based on relative TSR and relative ROTCE as described in “2025 Executive Compensation Program in Detail — 2023 LTIP Grants” under this Proposal 3. Pursuant to relevant SEC regulations, based on performance through end of fiscal 2025, the value was calculated assuming the achievement of performance conditions at threshold level. |

  169. Outstanding Equity Awards at Fiscal Year-End Table

    | (6) Represents PSUs that are scheduled to vest in March 2027, assuming the performance criteria are met, 50% of the PSUs vest based on ROTCE and 50% of the PSU vest based on the relative TSR. Pursuant to the SEC rules, based on performance through end of fiscal 2025, the value was calculated assuming achievement of performance conditions at threshold level. |

  170. Outstanding Equity Awards at Fiscal Year-End Table

    | (7) Represents PSUs that are scheduled to vest in March 2028, assuming the performance criteria are met as described in “2025 Executive Compensation Program in Detail — Long-Term Equity Incentive Awards” under this Proposal 3. Pursuant to relevant SEC regulations, based on performance through end of fiscal 2025, the value was calculated assuming the achievement of performance conditions at threshold level. |

  171. Outstanding Equity Awards at Fiscal Year-End Table

    | 2026 PROXY STATEMENT | 59 | |

  172. Option Exercises and Stock Vested Table

    Option Exercises and Stock Vested Table The following table presents information concerning the number of shares acquired and the value realized during 2025 upon the exercise of stock options and the vesting of restricted stock and restricted stock units previously granted to each of the NEOs:

  173. Option Exercises and Stock Vested Table

    | | Option Awards | | Stock Awards | | | | | Name | Number of Shares Acquired on Exercise | Value Realized on Exercise | Number of Shares Acquired on Vesting | Value Realized on Vesting(1) | Date Vested | Closing Price on Date Vested | | Kevin S. Kim | — | — | 5,081 | $53,706 | 3/7/2025 | $10.57 | | Chairman, President & Chief | — | — | 29,312 | $309,828 | 3/7/2025 | $10.57 | | Executive Officer | — | — | 22,707 | $237,288 | 3/22/2025 | $10.45 | | | — | — | 16,284 | $170,168 | 3/23/2025 | $10.45 | | | — | — | 21,670 | $246,171 | 7/21/2025 | $11.36 | | Julianna Balicka | — | — | 5,000 | $50,300 | 4/27/2025 | $10.06 | | Chief Financial Officer | — | — | 3,086 | $35,057 | 7/21/2025 | $11.36 | | Jason Kim | — | — | 565 | $5,972 | 3/7/2025 | $10.57 | | Chief Business Banking Officer | — | — | 3,257 | $34,426 | 3/7/2025 | $10.57 | | | — | — | 2,739 | $28,623 | 3/22/2025 | $10.45 | | | — | — | 3,886 | $40,609 | 3/22/2025 | $10.45 | | | — | — | 1,810 | $18,915 | 3/23/2025 | $10.45 | | | — | — | 2,541 | $28,866 | 7/21/2025 | $11.36 | | Peter J. Koh | — | — | 3,164 | $33,443 | 3/7/2025 | $10.57 | | Chief Operating Officer | — | — | 549 | $5,803 | 3/7/2025 | $10.57 | | | — | — | 3,965 | $41,434 | 3/22/2025 | $10.45 | | | — | — | 3,172 | $33,147 | 3/22/2025 | $10.45 | | | — | — | 1,758 | $18,371 | 3/23/2025 | $10.45 | | | — | — | 3,860 | $43,850 | 7/21/2025 | $11.36 | | Thomas P. Stenger | — | — | 501 | $5,296 | 3/7/2025 | $10.57 | | Chief Risk Officer | — | — | 2,885 | $30,494 | 3/7/2025 | $10.57 | | | — | — | 3,897 | $40,724 | 3/22/2025 | $10.45 | | | — | — | 2,451 | $25,613 | 3/22/2025 | $10.45 | | | — | — | 1,603 | $16,751 | 3/23/2025 | $10.45 | | | — | — | 2,954 | $33,557 | 7/21/2025 | $11.36 |

  174. Option Exercises and Stock Vested Table

    | (1) Values were determined by multiplying the number of shares or units, as applicable, that vested by the closing market price per share of the Company’s Common Stock on the vesting date. |

  175. Option Exercises and Stock Vested Table

    | | 60 | 2026 PROXY STATEMENT |

  176. Non-Qualified Deferred Compensation Table

    Non-Qualified Deferred Compensation Table The following table presents information concerning deferred compensation during the fiscal year ended December 31, 2025. Kevin S. Kim and Jason Kim currently are the only NEOs employed with the Company who participated in the Company’s legacy Long-Term Cash Incentive Plan (“Legacy LTIP”).

  177. Non-Qualified Deferred Compensation Table

    | Name | Executive Contributions in Last Fiscal Year | Registrant Contributions in Last Fiscal Year | Aggregate Earnings in Last Fiscal Year(1) | Aggregate Withdrawals/ Distributions | Aggregate Balance at Last Fiscal Year-End(2) | | Kevin S. Kim(3) Chairman, President & Chief Executive Officer | — | — | $17,287 | — | $286,035 | | Julianna Balicka Chief Financial Officer | — | — | — | — | — | | Jason Kim(4) Chief Business Banking Officer | — | — | $19,081 | — | $393,629 | | Peter J. Koh Chief Operating Officer | — | — | — | — | — | | Thomas P. Stenger Chief Risk Officer | — | — | — | — | — |

  178. Non-Qualified Deferred Compensation Table

    | (1) The earnings on the employee deferred compensation plans are calculated based on the total amount of interest accrued on account balances during 2025. The above-market portion of these interest amounts in 2025, which amounted to $7,130 for Kevin S. Kim and $0 for Jason Kim are reported in the “Executive Compensation Tables — Summary Compensation Table” under this Proposal 3. |

  179. Non-Qualified Deferred Compensation Table

    | (2) For Kevin S. Kim, $202,135 of the amount included in this column has also been reported in the Summary Compensation Table as compensation for a prior fiscal year. For Jason Kim none of the amount included in this column has been reported in the Summary Compensation Table as compensation in prior fiscal years as he has not previously been named as an NEO. |

  180. Non-Qualified Deferred Compensation Table

    | (3) Kevin S. Kim is fully vested in a non-qualified deferred compensation plan, which accrues interest at an annual rate of 6.25%. Upon separation from service following normal retirement age of 65, Mr. Kim may elect to receive the balance in a lump sum or paid over time. |

  181. Non-Qualified Deferred Compensation Table

    | (4) Jason Kim is fully vested in a non-qualified deferred compensation plan, which accrues interest at an annual rate of 5%. Upon separation from service following normal retirement age of 65, Mr. Kim may elect to receive the balance in a lump sum or paid over time. |

  182. CEO Employment Agreement

    | Bonus | | | | | Annual Cash Bonus and Annual Equity Incentive | Non-Solicitation and Confidentiality Restriction | Payments Upon Termination | | | Cash Bonus. Eligible for annual bonus opportunity, with an initial target amount equal to 100% of Mr. Kim’s annual base salary in effect at the applicable time. Actual cash bonus payments will be determined in good faith by the Compensation Committee and are subject to achievement of certain annual performance criteria. Equity Incentive. Eligible for annual equity award with a grant date fair value of up to 150% of base salary, of which 50% of such annual equity awards will have service-based vesting conditions and the other 50% will have performance-based vesting conditions. The specific terms of any such equity award are determined at the discretion of the Compensation Committee. | Agreement provides for a non-solicitation restriction for a period of one-year following termination. In addition, Agreement requires certain information to remain confidential for an indefinite term. | Termination by the Company for Cause or by Mr. Kim without Good Reason. Entitled to receive all salary and other benefits earned or accrued, but unpaid through the date of termination (“Accrued Benefits”). In the event Mr. Kim’s employment is terminated due to death or disability, then all unvested awards granted to Mr. Kim will vest; provided that if any award is subject to performance vesting conditions that have not been met, then the awards shall automatically become fully vested at the target number of shares. Termination by the Company without Cause or by Mr. Kim with Good Reason. Entitled to receive: | | | | | i. | all Accrued Benefits; | | | | ii. | severance of 150% of base salary (increases to 250% if termination occurs within one-year following a Change of Control); and | | | | iii. | accelerated vesting of any previously issued equity awards (provided that any performance-based awards will only vest to the extent any applicable performance conditions of such award are satisfied). |

  183. Potential Payments Upon Termination of Employment or Change in Control

    Potential Payments Upon Termination of Employment or Change in Control The following table presents the estimated payments and benefits that each NEO would have been entitled to receive if his or her employment had terminated on December 31, 2025, for the various reasons specified in the table. Unless otherwise indicated, all amounts are payable in lump sums.

  184. Potential Payments Upon Termination of Employment or Change in Control

    | | Cash Severance Arrangements/ Compensation | Acceleration of Unvested Options and Stock Awards(1) | Total Termination Benefits | | Kevin S. Kim(2) | | | | | Voluntary Termination or Retirement | — | — | — | | Involuntary Termination (other than For Cause) | $1,732,500 | $3,520,665 | $5,253,165 | | Involuntary Termination (For Cause) | — | — | — | | Termination in Connection with Change in Control | $2,310,000 | $3,520,665 | $5,830,665 | | Death | — | $3,520,665 | $3,520,665 | | Disability | — | $3,520,665 | $3,520,665 | | Julianna Balicka | | | | | Voluntary Termination or Retirement | — | — | — | | Involuntary Termination (other than For Cause) | — | — | — | | Involuntary Termination (For Cause) | — | — | — | | Termination in Connection with Change in Control | — | $524,041 | $524,041 | | Death | — | $524,041 | $524,041 | | Disability | — | $524,041 | $524,041 | | Jason Kim | | | | | Voluntary Termination or Retirement | — | — | — | | Involuntary Termination (other than For Cause) | — | — | — | | Involuntary Termination (For Cause) | — | — | | | Termination in Connection with Change in Control | — | $437,291 | $437,291 | | Death | — | $437,291 | $437,291 | | Disability | — | $437,291 | $437,291 | | Peter J. Koh | | | | | Voluntary Termination or Retirement | — | — | — | | Involuntary Termination (other than For Cause) | — | — | — | | Involuntary Termination (For Cause) | — | — | — | | Termination in Connection with Change in Control | — | $588,994 | $588,994 | | Death | — | $588,994 | $588,994 | | Disability | — | $588,994 | $588,994 |

  185. Potential Payments Upon Termination of Employment or Change in Control

    | 2026 PROXY STATEMENT | 63 | |

  186. Potential Payments Upon Termination of Employment or Change in Control

    | | Cash Severance Arrangements/ Compensation | Acceleration of Unvested Options and Stock Awards(1) | Total Termination Benefits | | Thomas P. Stenger | | | | | Voluntary Termination or Retirement | — | — | — | | Involuntary Termination (other than For Cause) | — | — | — | | Involuntary Termination (For Cause) | — | — | — | | Termination in Connection with Change in Control | — | $476,286 | $476,286 | | Death | — | $476,286 | $476,286 | | Disability | — | $476,286 | $476,286 |

  187. Potential Payments Upon Termination of Employment or Change in Control

    | (1) As of December 31, 2025, awards granted to the NEOs under the 2016 Plan, 2019 Plan and the 2024 Plan (collectively, “Plans”) allow for accelerated vesting of all stock options, restricted stock and performance units only upon a Change in Control (as such term is defined in the Plans) and in the event the grantee’s service is subsequently terminated within a period of time following the Change in Control. This calculation assumes that each NEO’s restricted stock, restricted stock units and performance-based restricted stock units were paid out in stock (with respect to performance-based restricted stock units, assuming target-level performance) at the closing price on December 31, 2025, of $10.96 per share, and that unvested stock options were paid out in the amount of the difference between the stock closing price on December 31, 2025, of $10.96 per share, and the option exercise price. All stock options held by the NEOs at December 31, 2025, have exercise prices that are higher than $10.96, so no value is attributable to those stock options for purposes of this table. |

  188. Potential Payments Upon Termination of Employment or Change in Control

    | (2) Pursuant to the terms of the CEO Employment Agreement, which is more fully described above, cash severance is payable to Kevin S. Kim if termination occurs within one year following a Change of Control, as such term is defined in the CEO Employment Agreement. In addition, the CEO Employment Agreement provides for accelerated vesting of awards upon death or disability. |

  189. CEO to Median Employee Pay Ratio

    CEO to Median Employee Pay Ratio Below is (i) the 2025 total annualized compensation of Kevin S. Kim, our Chairman, President and Chief Executive Officer, as reported in this Proxy Statement; (ii) the 2025 annual total compensation of our median employee; (iii) the ratio of the annual total compensation of our Chief Executive Officer to that of our median employee; and (iv) the methodology we used to calculate our Chief Executive Officer pay ratio:

  190. CEO to Median Employee Pay Ratio

    | CEO Total Compensation | $3,785,116 | | Median Employee Annual Total Compensation | $81,187 | | CEO to Median Employee Pay Ratio | 47:1 |

  191. CEO to Median Employee Pay Ratio

    Our Chief Executive Officer pay ratio is a reasonable estimate calculated in a manner consistent with SEC rules. Our methodology and process is explained below:

  192. CEO to Median Employee Pay Ratio

    | ● | Determination of Employee Population. We determined that, as of December 31, 2025, our total employee population consisted of 1,444 individuals, consisting of full-time, part-time, and/or temporary workers, employed by the Company and the Bank. |

  193. CEO to Median Employee Pay Ratio

    | ● | Identification of the Median Employee. We identified our median employee using the federal taxable income reported for that measurement period in Box 1 of Form W-2 for each employee. We chose Form W-2 because our employee population consisted solely of U.S. employees, and this compensation measure applies to all U.S. employees, allowing for accessibility and broad comparability. No full-time equivalent adjustments were made for part-time employees. |

  194. CEO to Median Employee Pay Ratio

    | ● | Calculation of Chief Executive Officer Pay Ratio. We calculated our median employee’s annual total compensation for 2025 according to the SEC’s instructions for preparing the “Summary Compensation Table”. We then calculated Mr. Kim’s total compensation for 2025 using the same approach to determine the pay ratio shown above. |

  195. CEO to Median Employee Pay Ratio

    The SEC’s rules for identifying the median compensated employee and calculating the pay ratio based on that employee’s annual total compensation allow companies to adopt a variety of methodologies, to apply certain exclusions, and to make reasonable estimates and assumptions that reflect their compensation practices. As such, the pay ratio reported by other companies may not be comparable to the pay ratio reported above, as other companies may have different employment and compensation practices and may utilize different methodologies, exclusions, estimates and assumptions in calculating their own pay ratios.

  196. CEO to Median Employee Pay Ratio

    | | 64 | 2026 PROXY STATEMENT |

  197. Pay Versus Performance Disclosure

    Pay Versus Performance Disclosure In accordance with rules adopted by the SEC pursuant to the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010, we provide the following disclosure regarding SEC-defined executive “compensation actually paid” (“CAP”) for the fiscal years listed below in a pay versus performance (“PVP”) table. The PVP table shows CAP for Kevin S. Kim, our President & Chief Executive Officer, who has been identified the principal executive officer (“PEO”) and the average CAP for our other NEOs. Also as required by the SEC, this section compares CAP to various measures used to gauge performance at the Company. You should refer to our CD&A for a complete description of how executive compensation relates to Company performance and how the Compensation Committee makes its decisions. Compensation decisions are made independently of disclosure requirements.

  198. Pay Versus Performance Table – Compensation Definitions

    Pay Versus Performance Table – Compensation Definitions Salary, Bonus, Non-Equity Incentive Plan Compensation and All Other Compensation are each calculated in the same manner for purposes of both CAP and “Summary Compensation Table” (“SCT”) values. The primary difference between the calculation of CAP and SCT total compensation is the calculation of the value of “Stock Awards” and “Option Awards,” with the differences in how these awards are valued for purposes of SCT total and CAP described in the footnotes below. The Pay Versus Performance Table also lists EPS, excluding notable items, which is how EPS was calculated for the years ended December 31, 2025 and 2024. Calculating EPS to exclude notable items reflects a change to the Pay versus Performance table calculation. For the years ended December 31, 2023, 2022 and 2021, EPS was calculated on a reported basis, without adjustment for notable items.

  199. Pay Versus Performance Table

    Pay Versus Performance Table

  200. Pay Versus Performance Table

    | | | | | | Value of Initial Fixed $100 Investment Based on: | | | | | Year(1) | Summary Compensation Table total for PEO | Compensation actually paid to PEO(2)(3) | Average summary compensation table total for non-PEO NEOs(2) | Average compensation actually paid to non-PEO NEOs(2) | Total Stockholder Return | Peer Group Total Stockholder Return(3) | Net Income (in millions) | EPS (excluding notable items)(4) | | 2025 | $3,785,116 | $2,932,481 | $966,530 | $844,464 | $127 | $153 | $62 | $0.89 | | 2024 | $3,314,768 | $2,790,672 | $871,273 | $801,150 | $135 | $143 | $100 | $0.85 | | 2023 | $3,007,465 | $2,127,017 | $725,042 | $664,419 | $127 | $127 | $134 | $1.11 | | 2022 | $3,560,324 | $3,098,642 | $776,244 | $710,168 | $127 | $127 | $218 | $1.81 | | 2021 | $3,356,442 | $3,886,346 | $872,446 | $996,037 | $140 | $137 | $205 | $1.66 |

  201. Pay Versus Performance Table

    | (1) The PEO and non-PEO NEOs are each indicated in the table below for each fiscal year. |

  202. Pay Versus Performance Table

    | Year | PEO | Non-PEO NEOs | | 2025 | Kevin S. Kim | Julianna Balicka, Jason Kim, Peter J. Koh, Thomas P. Stenger | | 2024 | Kevin S. Kim | Julianna Balicka, Kyu S. Kim, Peter J. Koh, Thomas P. Stenger | | 2023 | Kevin S. Kim | Julianna Balicka, Kyu S. Kim, Peter J. Koh, Thomas P. Stenger, David P. Malone, Alex Ko | | 2022 | Kevin S. Kim | Kyu S. Kim, Peter J. Koh, Thomas P. Stenger, Alex Ko | | 2021 | Kevin S. Kim | Kyu S. Kim, Thomas P. Stenger, David P. Malone, Alex Ko |

  203. Pay Versus Performance Table

    | (2) Amounts represent compensation actually paid to our PEO and the average compensation actually paid to our remaining NEOs for the relevant fiscal year, as determined under SEC rules (and described below). The CAP was calculated beginning with the PEO’s “Summary Compensation Table” total, and the average of the Non-PEO NEOs “Summary Compensation Table” total, with the following amounts being added or deducted from the applicable total compensation: |

  204. Pay Versus Performance Table

    | 2026 PROXY STATEMENT | 65 | |

  205. Pay Versus Performance Table

    | Adjustments from Summary Compensation Table | | Deduction for amounts reported under the “Stock Awards” column in the “Summary Compensation Table”(a) | Increase based on fair value of awards granted during the covered fiscal year that remain unvested as of year-end, determined as of year-end(b) | Increase based on fair value of awards granted during the covered fiscal year that vested during the year, determined as of the vesting date(b) | Increase (deduction) for change in fair value from prior year-end to current year-end of awards granted prior to year that were outstanding and unvested as of year-end of covered fiscal year(b) | Increase (deduction) for change in fair value from prior-year end to vesting date of awards granted prior to covered fiscal year that vested during the covered fiscal year(b) | Total Adjustments | | PEO | 2025 | $(1,575,151) | $1,313,994 | — | $(440,433) | $(151,045) | $(852,635) | | | 2024 | $(1,604,158) | $1,291,614 | — | $(109,553) | $(101,999) | $(524,096) | | | 2023 | $(1,234,428) | $967,339 | $1,003 | $(297,917) | $(316,445) | $(880,448) | | | 2022 | $(1,428,155) | $1,224,340 | — | $(287,720) | $29,852 | $(461,683) | | | 2021 | $(1,293,088) | $1,359,961 | — | $207,858 | $255,172 | $529,903 | | Non-PEO NEOs | 2025 | $(237,224) | $197,892 | — | $(60,737) | $(21,996) | $(122,065) | | | 2024 | $(246,086) | $198,142 | — | $(6,917) | $(15,260) | $(70,121) | | | 2023 | $(164,274) | $170,363 | $1,001 | $(22,404) | $(45,308) | $(60,622) | | | 2022 | $(232,490) | $193,821 | $374 | $(37,420) | $9,639 | $(66,076) | | | 2021 | $(265,504) | $270,365 | — | $48,129 | $70,600 | $123,590 |

  206. Pay Versus Performance Table

    | (a) Reflects the deduction of the aggregate grant date fair value of equity-based awards granted each year as reported in the Stock Awards column of the SCT for the applicable year, calculated in accordance with FASB ASC Topic 718. We did not grant any option awards during these years, so no deductions were made under the Stock Option column of the SCT. In addition, we do not sponsor or maintain any defined benefit pension plans and, therefore, no deduction was made related to pension value. Finally, certain performance awards granted in prior fiscal years failed to meet applicable vesting conditions during the applicable fiscal years, which is reflected in the adjustments. |

  207. Pay Versus Performance Table

    | (b) The fair value of stock awards was based on the closing price of the Company’s Common Stock at the relevant year-end or vesting dates and projected payout amounts based on expected performance ranging from 0%, threshold, target or maximum amounts of 150%. The closing price of the Company’s Common Stock on December 31, 2025, 2024, 2023, 2022 and 2021, was $10.96, $12.29, $12.08, $12.81, and $14.71, respectively. With regards to the fair value of each LTIP performance based relative TSR award, the value of the shares and probable vesting was determined assuming the most probable outcome achieved using the Monte-Carlo simulation model, as well as projected payout amounts based on expected performance ranging from 0%, threshold, target or maximum amount of 150%. The table below shows the fair value at December 31, 2025, 2024, 2023, 2022 and 2021, based on the Monte Carlo simulation model, as well as the grant date fair values based on the model: |

  208. Pay Versus Performance Table

    | | Fair Value as of December 31, | | | | | Fair Value as of Grant Date | | Description of Award | 2025 | 2024 | 2023 | 2022 | 2021 | | | 2025 LTIP (Performance-Based Relative TSR) | $6.16 | N/A | N/A | N/A | N/A | $7.29 | | 2024 LTIP (Performance-Based Relative TSR) | $2.37 | $9.01 | N/A | N/A | N/A | $11.28 | | 2023 LTIP (Performance-Based Relative TSR) | $0.00 | $8.45 | $10.60 | N/A | N/A | $8.21 | | 2022 LTIP (Performance-Based Relative TSR) | N/A | $6.39 | $10.17 | $10.02 | N/A | $17.21 | | 2021 LTIP (Performance-Based Relative TSR) | N/A | N/A | $13.53 | $12.77 | $15.78 | $16.09 |

  209. Pay Versus Performance Table

    | (3) The total stockholder return was determined using a $100 investment on December 31, 2020, and included stock price appreciation, plus reinvested dividends as of December 31, 2021, and valued again on each of December 31, 2022, 2023, 2024 and 2025. The peer group total stockholder return was calculated in the same manner (which included stock price appreciation, plus reinvested dividends) based on the cumulative total return of the KBW Nasdaq Regional Banking Index. |

  210. Pay Versus Performance Table

    | (4) For the years ended December 31, 2025 and December 31, 2024, EPS was calculated excluding notable items, which reflects a change to the Pay versus Performance table calculation. For the years ended December 31, 2023, 2022 and 2021, EPS was calculated on a reported basis, without adjustments for notable items. |

  211. Pay Versus Performance Table

    | | 66 | 2026 PROXY STATEMENT |

  212. Pay Versus Performance: Graphical Description

    Pay Versus Performance: Graphical Description The illustrations below provide a graphical description of CAP (as calculated in accordance with the SEC rules) and the following measures:

  213. Pay Versus Performance: Graphical Description

    | ● | the Company’s cumulative TSR and the Peer Group’s cumulative TSR; |

  214. Pay Versus Performance: Graphical Description

    | ● | the Company’s Net Income; and |

  215. Pay Versus Performance: Graphical Description

    | ● | the Company Selected Measure, which for the Company is EPS (excluding notable items). |

  216. Compensation Actually Paid (CAP) vs. Total Stockholder Return

    Compensation Actually Paid (CAP) vs. Total Stockholder Return

  217. Compensation Actually Paid (CAP) vs. Total Stockholder Return

    | 2026 PROXY STATEMENT | 67 | |

  218. Compensation Actually Paid (CAP) vs. Net Income

    Compensation Actually Paid (CAP) vs. Net Income

  219. Compensation Actually Paid (CAP) vs. EPS (excluding notable items)

    Compensation Actually Paid (CAP) vs. EPS (excluding notable items)

  220. Compensation Actually Paid (CAP) vs. EPS (excluding notable items)

    | | 68 | 2026 PROXY STATEMENT |

  221. Actions Required if any Director Nominee Does Not Receive the Required Majority Vote

    Actions Required if any Director Nominee Does Not Receive the Required Majority Vote Under our director resignation policy, a director nominated for re-election as a director in an uncontested election who does not receive more “FOR” votes than “AGAINST” votes is expected to promptly (and in any event within two business days following the election) tender his or her resignation from the Board (conditioned upon acceptance by the Board) to the Chair of the Nomination Committee with a copy to the Chairman of the Board. In the event that any director does not tender his or her conditional resignation in accordance with this policy, he or she will not be re-nominated by the Board for re-election at the next annual meeting. For contested elections, a plurality voting standard applies. In an uncontested election, a non-incumbent director nominee who does not receive more “FOR” votes than “AGAINST” votes will not be elected to the Board.