<h2><strong>The role</strong></h2> <p>HelloFresh is seeking a Lead Equity & Incentives Compensation Partner to drive the strategy and execution of our global equity programs, short- and long-term incentive plans, executive compensation, and rewards governance framework. This is a senior individual contributor role for someone who has been deep in the mechanics of compensation in a high-growth technology company and is now ready to own a portfolio that spans program design, governance, and cross-functional influence. You will play a foundational role in defining our global rewards strategy and structuring defensible compensation frameworks. </p> <p>Reporting to the Global Director, Compensation Strategy, you will serve as the subject matter expert across equity, incentives, and executive pay - working at the intersection of people, finance, legal, and the business. This role is central to building scalable, market-competitive compensation programs that support HelloFresh's continued growth across global markets.</p> <p> </p> <h2><strong>What you’ll do</strong></h2> <p><strong>Equity Program Design & Execution</strong></p> <ul> <li>Program Ownership: Lead the design, administration, and continuous improvement of HelloFresh's global equity programs - including RSUs, performance shares, and any new equity vehicles - ensuring they are competitive, compliant, and well-understood by employees.</li> <li>Platform & Data Integrity: Serve as the operational lead for the equity compensation platform, ensuring accurate data bridges between Workday, Payroll, and external equity administration tools.</li> <li>Equity Education: Develop scalable education materials - guides, FAQs, webinars - that help employees across all markets understand their equity awards and the broader compensation philosophy</li> </ul> <p><strong>Incentive</strong> <strong>Plans & Variable Pay</strong></p> <ul> <li>STI & LTI Design: Lead the design and annual refresh of short-term and long-term incentive structures, including corporate bonus plans, sales incentive frameworks, and performance-based equity programs.</li> <li>Plan Modelling: Build and maintain incentive compensation models to evaluate cost, dilution, payout scenarios, and competitive positioning; translate model outputs into clear recommendations for senior leadership.</li> <li>Goal-Setting & Calibration: Partner with Finance and HR Business Partners during the annual goal-setting cycle to ensure incentive metrics are appropriately rigorous, measurable, and aligned to business priorities.</li> <li>Pay Mix Analysis: Conduct ongoing analysis of total compensation pay mix across roles, levels, and geographies to identify gaps and recommend design adjustments.</li> </ul> <p><strong> Executive Compensation</strong></p> <ul> <li>C-Suite Support: Support executive compensation reviews, including benchmarking for C-suite and director-level roles, peer group analysis, and preparation of materials for Compensation Committee review.</li> <li>Benchmarking & Market Data: Manage relationships with compensation survey vendors; lead annual and ad-hoc benchmarking exercises to keep HelloFresh's executive pay competitive.</li> <li>Offer Construction: Partner with Talent Acquisition and senior HR leadership to structure competitive offers for executive hires, including equity, sign-on, and ongoing compensation considerations.</li> <li>Disclosure & Reporting: Support preparation of executive compensation disclosures and Compensation Committee materials, ensuring accuracy and regulatory compliance.</li> </ul> <p><strong> Rewards Governance & Compliance</strong></p> <ul> <li>Governance Framework: Develop and maintain HelloFresh's global compensation governance framework — including salary band structures, job architecture, and pay approval workflows — ensuring consistency, fairness, and auditability.</li> <li>Regulatory Compliance: Ensure all compensation programs comply with applicable securities law, tax regulations, and reporting requirements across jurisdictions (DE, US, UK, and others); lead preparation for the EU Pay Transparency Directive.</li> <li>Pay Equity: Design and execute regular pay equity analyses across gender, ethnicity, and tenure; surface findings and drive remediation plans in partnership with HR leadership and Legal.</li> <li>SOX & Audit Support: Maintain rigorous controls and documentation for equity and incentive programs to support internal and external audit requirements.</li> <li>Process Improvement: Identify and implement opportunities to automate and streamline compensation operations, including tooling, workflows, and AI-assisted analytics.</li> </ul> <p><strong> Strategic Partnership & Program Building</strong></p> <ul> <li>Cross-Functional Influence: Act as the compensation expert for HR Business Partners, Finance, and Legal — providing timely, data-driven guidance on compensation decisions across the employee lifecycle.</li> <li>M&A and Expansion: Support compensation due diligence and integration work for acquisitions and new market entries, ensuring programs can scale with the business.</li> <li>Stakeholder Communication: Translate complex compensation concepts into clear narratives for senior leaders, the Compensation Committee, and employees at all levels.</li> <li>Team Mentorship: Provide guidance and mentorship to more members of the compensation team, including the Senior Equity Compensation Analy