Item 5.02 Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers

On August 28, 2012, the Board of Directors of HomeTrust Bancshares, Inc. (the "Company"), upon the recommendation of the Compensation Committee of the Board, adopted the HomeTrust Bancshares, Inc. Strategic Operating Committee Incentive Plan (the "Plan"). Under the Plan, beginning with the fiscal year ending June 30, 2013, each member of the Company's strategic operating committee (comprised of the Company's executive officers), will be eligible to earn an annual cash bonus ranging from 50% to 150% of his or her targeted incentive award opportunity based upon the extent to which certain weighted performance goals have been achieved relative to a targeted level of performance. An executive officer will receive a payout of 50% of his or her targeted incentive award opportunity if actual performance under all performance goals is at the threshold (minimum) level of performance, 100% of his or her targeted incentive award opportunity if actual performance under all performance goals is at the targeted level of performance, and 150% of his or her targeted incentive award opportunity if actual performance under all performance goals is at or above the stretch (maximum) level of performance.

For fiscal 2013, the targeted incentive award opportunities under the Plan for the Company's named executive officers are as follows: F. Edward Broadwell, Jr., Chairman and Chief Executive Officer, 55% of annual base salary; Dana L. Stonestreet, President and Chief Operating Officer, 55% of annual base salary; Tony J. VunCannon, Senior Vice President and Chief Financial Officer, 30% of annual base salary; Charles I. Abbitt, Jr., Senior Vice President and Chief Credit Officer, 30% of annual base salary; and Howard L. Sellinger, 30% of annual base salary. For Messrs. Broadwell and Stonestreet, the Plan performance measures and weightings are as follows: net income (40% weighting); return on assets compared to peers (40% weighting); and subjective assessment of Company performance by the Compensation Committee (20% weighting). For each of the other executive officers, the performance measures and weightings are as follows: net income (24% weighting); return on assets compared to peers (24% weighting); subjective assessment of Company performance by the Compensation Committee (12% weighting); and team/individual goals (40% weighting).