Glacier Bancorp Equity Compensation Plan
A guide to thinking through your Equity Compensation as a Glacier Bancorp employee.
By Zac Murphy, CFA charterholder, CFP® professional. Last reviewed June 30, 2026.
Equity compensation at financial services firms typically includes restricted stock units, performance share units, and deferred bonus arrangements that pay out in stock. Senior employees often face mandatory deferral percentages, where a portion of annual bonuses is required to be deferred into stock or equity-linked instruments.
Common questions
How do mandatory bonus deferrals into stock typically work?
When a firm requires a portion of annual bonus to be deferred into stock, that portion is typically delivered as a grant of restricted shares or units that vest over several years. Until vested, the amount is at risk if employment ends in certain circumstances, which is one reason terms matter.
What are performance share units and how do they differ from RSUs?
Performance share units vest based on the achievement of specified performance conditions, such as relative total shareholder return or earnings targets, often measured over a multi-year period. RSUs vest based on continued service. The number of shares ultimately received can vary with performance share units.
What concentration considerations come up at financial services firms?
Senior financial services employees often accumulate significant exposure to employer stock through deferred compensation, equity grants, and sometimes outright purchases. Concentration considerations include the share of net worth tied to one company, the trading restrictions that may apply, and the broader career exposure to the same firm's performance.
Financial services equity compensation involves layered vesting schedules, mandatory deferrals, and concentration considerations. A financial advisor can help work through how the pieces fit into a broader plan.
Common challenges
RSUs, ISOs, and NSOs are taxed differently. RSUs are taxed as income at vesting. NSOs are taxed at exercise. ISOs can qualify for capital gains treatment but trigger AMT. Getting this wrong is expensive.
Concentration risk is real. Vesting grants plus ESPP plus 401(k) company stock can mean most of your wealth rides on one company. Diversifying takes planning around tax, blackout windows, and 10b5-1 considerations.
Exercise timing is a real decision. Early exercise, holding for long-term gains, or selling at vest each have tradeoffs across tax, cash flow, and risk. The right choice depends on the stock, your tax picture, and your other goals.
If any of these apply to your situation, the contact info below is the fastest way to start a conversation.
Have any questions about your equity compensation? Reach out to us by email or phone at the contact info below.
Email: [email protected]
Phone: (904) 654-3336
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This page is for educational purposes only and does not constitute investment, tax, or legal advice.