Lead Equity & Incentive Compensation Partner

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 me...

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...

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.

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. 
 
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.
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.
Equity Education: Develop scalable education materials - guides, FAQs, webinars - that help employees across all markets understand their equity awards and the broader compensation philosophy
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.
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.
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.
Pay Mix Analysis: Conduct ongoing analysis of total compensation pay mix across roles, levels, and geographies to identify gaps and recommend design adjustments.

Experience: 8+ years of progressive compensation experience, with at least 4 years focused on equity, incentives, or executive compensation in a high-growth global technology or e-commerce company.
Program Builder: Demonstrated track record of designing and scaling compensation programs from the ground up — not just administering inherited ones.
Technical Depth: Strong command of equity mechanics (RSUs, options, performance shares), incentive plan design, and executive pay practices. Familiarity with SOX, EU Pay Transparency, and multi-jurisdictional compliance requirements.
Analytical Rigour: Expert-level proficiency in financial modelling and data analysis (Excel/Google Sheets required; SQL, Python, or BI tools a plus). Comfortable building models that inform multi-million dollar decisions.
Governance Mindset: Experience developing or maintaining global compensation governance frameworks, job architectures, and pay equity programs.
Stakeholder Influence: Proven ability to work effectively with Finance, Legal, Talent, and senior executives; capable of presenting complex analyses in simple, compelling terms.
Qualifications: Bachelor's degree in Finance, HR, Economics, or a related field. Certifications such as Certified Compensation Professional (CCP) or Certified Equity Professional (CEP) are highly preferred.
Adaptability: Comfortable operating in ambiguity and navigating rapid change; thrives in a fast-paced, high-ownership environment.