Company: GEHC
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0001628280-25-017240
Chunk: 37

Company: GE HealthCare Technologies Inc.
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 37
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 awarded in connection with his promotion to President and CEO, Imaging. Consistent with our pay-for-performance approach, 92% of total target compensation is at-risk for our CEO, and 83% of total target compensation is at-risk (on average) for our other NEOs.

| Target Pay Mix of CEO(1) |     | Target Pay Mix of Other NEOs (Average) |

| Salary |     | Target Bonus |     | PSU Target Grant Value |     | Option Grant Value |     | RSU Grant Value |

(1) The percentages illustrating the compensation mix and amount at-risk are rounded to equal 100%. Actual percentages for the CEO Target Pay Mix are as follows: Salary (7.8%), Target Bonus (11.6%), PSU Target Grant Value (40.3%), Option Grant Value (20.1%), and RSU Grant Value (20.1%). Similar rounding was applied to the Target Pay Mix of Other NEOs (Average) chart.

#### GE HEALTHCARE 2025 PROXY STATEMENT39

#### Compensation

### 2024 Say-on-Pay Results
At our May 2024 Annual Meeting of Stockholders, our say-on-pay proposal received support from 92.6% of votes cast. The Compensation Committee generally considered the high level of stockholder support for our 2024 say-on-pay vote when evaluating and making decisions on the executive compensation program throughout the year. The Compensation Committee did not make any specific changes to our executive compensation program based on the outcome of our 2024 say-on-pay vote.

#### Stockholder Engagement
We routinely and actively engage with investors to understand their perspectives and views on a variety of topics, including our executive compensation program and philosophy. In 2024, management reached out to stockholders representing approximately 53% (1) of our outstanding shares to engage on governance matters. Management and, when requested, our lead director, met with stockholders representing approximately 33% (1) of our outstanding shares, and management shared feedback received with the Compensation Committee.

(1) Based on stockholdings as of December 31, 2024.

### Overview of Our 2024 Executive Compensation Programs

#### Total Rewards Philosophy and Guiding Principles
Our total rewards philosophy and guiding principles serve as a clear and transparent framework for considering total rewards designs and individual pay levels. The Compensation Committee considered our strategy, business priorities, and market intelligence and advice provided by its independent compensation consultant, Semler Brossy, in developing and approving the philosophy and