Matteo Arduini
About Matteo Arduini
Matteo Arduini (age 52) is President, Hydraulics, EMEA at Helios Technologies (HLIO) and has been an executive officer since June 2019. He holds a degree in Economics from the University of Parma (1998), with prior roles at Faster (GM/CFO), Brevini/Dana (CFO and finance leadership), Ernst & Young, Ferrari Cars, and Technogym . Company performance gating his incentives shows mixed execution: 2024 Hydraulics STI paid at 23% as revenue and EBITDA-margin targets were missed while FCF exceeded target ; Hydraulics’ 2022–2024 PSUs paid at 31% of target . Corporate revenue declined 3.6% in 2024 (STI metric), and EBITDA trended lower vs 2022, while Helios added a relative TSR modifier in 2025 LTI to tighten pay-shareholder alignment .
EBITDA values marked with an asterisk are from S&P Global.
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Helios Technologies | President, Hydraulics, EMEA (formerly President, QRC) | Executive officer since June 2019 | Segment leader for EMEA Hydraulics; compensation tied to segment EBITDA margin, revenue, FCF; 2024 STI payout 23%; 2022–2024 PSU payout 31% |
| Faster (a Helios company) | General Manager; Chief Financial Officer | n/d | Leadership at Faster prior to Helios segment role |
| Brevini / Dana Inc. | CFO; led Brevini deal into Dana; Head of Finance, Dana Brevini Italy | 2012–2018 | M&A execution and finance leadership through acquisition and integration |
| Ernst & Young; Ferrari Cars; Technogym | Professional roles (early career) | n/d | Early finance/operations experience |
External Roles
| Organization | Position | Years | Notes |
|---|---|---|---|
| None disclosed | — | — | No public company directorships or external board roles disclosed for Arduini |
Fixed Compensation
| Item (USD unless noted) | 2023 | 2024 | Notes |
|---|---|---|---|
| Base salary | $350,000 | $378,847 | 2024 figure reflects Euro compensation translated at $1.08242/EUR |
| STI target (% of salary) | 60% | 60% | Segment-level executive target |
| STI target ($) | $210,000 | $227,308 | Computed by Company for STI plan disclosure |
| STI payout (% of target) | 0% (Hydraulics segment) | 23% (Hydraulics segment) | Segment performance weighting (EBITDA, Rev, FCF) |
| STI payout ($) | $0 | $52,281 | Linear interpolation per plan |
| Housing allowance (EUR → USD) | $8,701 | $3,469 | Converted at Company rates |
| Vehicle allowance (EUR → USD) | $25,125 | $33,290 | Converted at Company rates |
| State pension employer contribution (Italy) | $26,341 | $30,837 | Italy statutory plan |
| Previndai (supplemental pension) employer contribution | $7,585 | $7,793 | Italy supplemental plan |
Performance Compensation
2024 Short-Term Incentive (Hydraulics segment)
| Metric (weight) | Threshold (0%) | Target (100%) | Max (200%) | Result | Payout |
|---|---|---|---|---|---|
| Segment Adjusted EBITDA Margin (40%) | 24.6% | 25.0% | 28.0% | 23.7% | 0% |
| Revenue Growth (40%) | 1.0% | 5.0% | 10.0% | -5.1% | 0% |
| Adjusted FCF Margin (20%) | 13.1% | 15.1% | 18.6% | 15.5% | 113% |
| Overall payout | — | — | — | — | 23% |
Corporate context: 2024 corporate STI revenue growth result was -3.6%, EBITDA margin at target, FCF above target (overall 79% corporate payout) .
Long-Term Incentives (Design and Awards)
- LTI design (segment executives): 50% time-based RSUs vesting pro rata over 3 years; 50% performance-based RSUs vest after 3 years on Adjusted EBITDA Margin (50%) and Adjusted Operating Income (50%) .
- 2024 annual LTI awards (granted January 2024): 4,834 time-based RSUs and 4,834 performance-based RSUs for Arduini (target LTI value 110% of salary) .
- 2022–2024 PSU outcome (Hydraulics): 31% of target earned (EBITDA margin below threshold; segment “Adjusted EPS” achieved 61%) .
| 2024 Award Type | Quantity | Vesting | Performance metrics |
|---|---|---|---|
| Time-based RSUs | 4,834 | Pro rata over 3 years | N/A |
| Performance-based RSUs | 4,834 | Cliff at 3 years | Segment Adj. EBITDA Margin (50%); Adj. Operating Income (50%) |
Special Retention Awards (CEO transition retention)
| Grant date | Instrument | Quantity | Vesting / Expiry | Notes |
|---|---|---|---|---|
| Jan 3, 2024 | RSUs | 3,320 | 90-day vest | Grant value at $42.32 close; retention purpose |
| Sep 11, 2024 | RSUs | 1,495 | 50% on 1st and 2nd anniversaries | Two-year retention schedule |
| Sep 11, 2024 | Stock options | 5,342 | Vest on 3rd anniversary; expire Sep 11, 2034 | Retention options; vesting date Sep 11, 2027 |
Performance Stock Options (separate 2022 grant)
- Oct 1, 2022 performance-based stock options (to Arduini among other NEOs) with $50.60 strike; tranche vesting based on max stock price achieved: <$70 (0%), $70–<80 (33%), $80–<90 (67%), ≥$90 (100%); any unearned portion can be earned before expiry (Oct 1, 2032). As of April 25, 2024, one-third of hurdles had been met .
2025 Compensation Program Update (alignment changes)
- STI weights simplified to: Revenue (30%), Adjusted EBITDA (30%), Adjusted FCF (30%), Personal goals (10%) .
- LTI: 50% time-based RSUs; 50% performance-based stock options vesting in year three with metrics: cumulative Revenue (50%) and Adjusted EPS (50%), modified by ±25% rTSR vs Russell 2000 over 3 years .
Equity Ownership & Alignment
| Item | As of Apr 9, 2024 | As of Apr 9, 2025 | Notes |
|---|---|---|---|
| Beneficial ownership (shares) | 22,761 | 15,238 | Includes RSUs vesting within 60 days |
| Shares outstanding (company) | 33,159,682 | 33,331,814 | Per proxy record dates |
| Ownership (% of outstanding) | ~0.0687% (calc.) | ~0.0457% (calc.) | Calculated from cited figures |
| Stock ownership guideline | 2× base salary | 2× base salary; Met | Arduini “Met Guidelines” |
| Hedging / pledging | Prohibited by policy | Prohibited; “No hedging or pledging” | Insider Trading Policy & pay practices |
| Clawback | Enhanced policy adopted (SEC/NYSE compliant) | In effect | Applies to incentive-based comp |
Note: Section 16(a) compliance note — Arduini filed one late Form 4 in 2024 per Company disclosure .
Employment Terms
| Term | Details |
|---|---|
| Employment agreement | Effective Jan 1, 2019 (Italy-based), amended 2020/2021; sets base, STI target (60%), LTI participation; includes annual non-compete consideration under Italian law (included in salary) |
| 2024 compensation terms | Base $378,570–$378,847; STI target 60% of salary; LTI value increased to 110% of salary (50% time RSUs / 50% performance RSUs) |
| Severance (non‑CIC) | 12 months base salary + current-year STI target value + 12 months medical (U.S. standard); for Arduini, Italian contract supersedes where more favorable (notice period up to 6 months + up to 8 months indemnity, average STI (3 yrs), continued benefits/allowances during notice, pension contributions, and non-compete consideration settlement) |
| Change in control (CIC) | On termination or other trigger within 90 days prior to or 24 months post‑CIC: lump sum 2× salary + cash value of current-year STI award; 24 months company-paid medical; immediate vesting/lapse of restrictions on equity; extended option exercise window (Committee-administered) |
| Ownership/insider policies | Stock ownership guidelines apply; Anti-hedging and anti-pledging; clawback policy for incentive comp on restatement |
Performance & Track Record
Company financial context (annual)
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenue ($) | $885.4M | $835.6M | $805.9M |
| EBITDA ($) | $188.3M* | $143.0M* | $149.5M* |
| Values marked with an asterisk are from S&P Global. |
- Corporate STI revenue growth result for 2024 was -3.6%, indicating top-line pressure; EBITDA margin met target; FCF outperformed .
- Hydraulics segment 2024 STI underperformance on revenue growth and EBITDA margin drove a 23% payout; FCF exceeded target .
- Hydraulics 2022–2024 PSUs paid at 31% of target, reinforcing pay-for-performance alignment (low payout when targets are missed) .
Compensation Structure Analysis
- Cash vs equity mix: Arduini’s LTI increased from 100% to 110% of salary in 2024, with a balanced 50/50 split between time- and performance-based RSUs, raising equity-at-risk exposure .
- Shift to stock options and TSR: 2025 program adds performance-based stock options and a ±25% rTSR modifier vs Russell 2000 for stronger alignment with shareholder returns .
- Retention awards: January and September 2024 retention RSUs and options reflect leadership transition retention needs; near-term vesting (Apr 2024 and Sept 2025/2026) and a 2027 option vest create identifiable windows of potential selling pressure as awards vest/exercise-eligible .
- Governance safeguards: No hedging/pledging, stock ownership guidelines met, and clawback policy in place .
Investment Implications
- Alignment improving: Low Hydraulics payouts (23% STI; 31% PSUs) amid softer segment performance indicate pay-for-performance discipline; 2025 rTSR modifier and performance options should strengthen alignment with shareholder returns .
- Retention risk managed: 2024 retention grants across the team (including Arduini) mitigate near-term turnover risk post-CEO transition, but create discrete vesting/exercise windows (Apr 2024, Sept 2025/2026/2027) that can add episodic supply; monitor 10b5-1 plans/Form 4s to assess selling pressure .
- Ownership is modest but policy-compliant: Beneficial ownership ~0.046% (2025), with 2× salary guideline met and no pledging allowed; combined with policy limits (clawback, hedging ban), governance risk appears contained .
- Execution focus: Segment KPIs tied to revenue and EBITDA margin (and FCF) underscore where to watch Arduini’s operational impact in EMEA Hydraulics; sustained improvement here will lift variable pay outcomes and can de-risk equity overhang from performance awards .
Sources: HLIO 2025 and 2024 DEF 14A; HLIO 8-Ks; Company STI/LTI disclosures and ownership tables as cited above.