EX-10.9





 Exhibit 10.9 

TALKSPACE, INC. 

EXECUTIVE SEVERANCE PLAN 

Talkspace, Inc., a Delaware corporation (the “Company”), has adopted this Talkspace, Inc. Executive Severance Plan, including
the attached Exhibits (the “Plan”), for the benefit of Participants (as defined below) on the terms and conditions hereinafter stated. The Plan, as set forth herein, is intended to provide severance protections to a select
group of management or highly compensated employees (within the meaning of ERISA (as defined below)) in connection with qualifying terminations of employment. 

1.    Defined Terms. Capitalized terms used but not otherwise defined herein shall have the meanings indicated
below: 
 1.1    “Base Compensation” means the Participant’s annual base salary rate in effect
immediately prior to a Qualifying Termination, disregarding any reduction which gives rise to Good Reason. 

1.2    “Board” means the Board of Directors of the Company. 

1.3    “Cash Salary Severance” means the portion of a Participant’s Cash Severance that is based on
the Participant’s Base Compensation determined in accordance with Exhibit A or Exhibit B attached hereto, as applicable. 

1.4    “Cash Severance Period” means the number of months during which the Participant is entitled to
Cash Salary Severance or Cash Severance, as applicable, beginning on the Date of Termination and determined in accordance with Exhibit A or Exhibit B attached hereto, as applicable. 

1.5    “Cash Severance” means the Cash Salary Severance and, with respect to a CIC Termination, the
Incentive Compensation Severance, determined in accordance with Exhibit A or Exhibit B attached hereto, as applicable. 

1.6    “Cause” means, except as may otherwise be provided in a Participant’s employment agreement to
the extent such agreement is in effect at the relevant time, any of the following events: 
 (a)    the
Participant’s willful failure substantially to perform his or her duties and responsibilities to the Company (other than any such failure resulting from the Participant’s incapacity due to physical or mental illness or any such actual or
anticipated failure after his or her issuance of a notice of termination for Good Reason) or carry out or comply with a lawful and reasonable directive of the Company, in each case, after a written demand for performance is delivered to the
Participant by the Committee, which demand specifically identifies the manner in which the Committee believes that the Participant has not performed his or her duties; 

(b)    the Participant’s deliberate violation of a Company policy; 

(c)    the Participant’s commission of, including any entry by the Participant of a guilty or no contest plea to, any
felony under any state, federal or foreign law or any crime involving moral turpitude, or the Participant’s commission of unlawful harassment or discrimination; 

(d)    the Participant’s commission of any act of fraud, embezzlement, dishonesty or any other willful misconduct
that has caused or is reasonably expected to result in material reputational, economic or financial injury to the Company; 

  
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 (e)    the Participant’s unlawful use (including being under the
influence) or possession of illegal drugs on the Company’s (or any affiliate’s) premises or while performing the Participant’s duties and responsibilities; 

(f)    the Participant’s willful misconduct or gross negligence with respect to any material aspect of the
Company’s business or a material breach by the Participant of his or her fiduciary duty to the Company; 

(g)    the unauthorized use or disclosure by the Participant of any proprietary information or trade secrets of the
Company or any other party to whom the Participant owes an obligation of nondisclosure as a result of his or her relationship with the Company; or 

(h)    the Participant’s willful breach of any of his or her obligations under any written agreement or covenant with
the Company. 
 The determination as to whether a Participant is being terminated for Cause shall be made in good faith by the Committee and
shall be conclusive and binding on the Participant. With respect to the foregoing definition, the term “Company” will be interpreted to include any subsidiary, parent, affiliate, or any successor thereto, if appropriate. 

1.7    “Change in Control” shall have the meaning set forth in the Company’s 2021 Incentive Award
Plan, as may be amended from time to time. 
 1.8    “CIC Protection Period” means (i) for
purposes of a Qualifying Termination by the Company without Cause, the period beginning three months prior to the date of a Change in Control and ending on and including the one-year anniversary of the date of
a Change in Control, and (ii) for purposes of a Qualifying Termination by a Participant with Good Reason, the period beginning on and including the date of a Change in Control and ending on and including the
one-year anniversary of the date of a Change in Control. 
 1.9    “CIC
Termination” means a Qualifying Termination which occurs during the CIC Protection Period. 

1.10    “Claimant” shall have the meaning set forth in Section 11.1 hereof. 

1.11    “COBRA” means the Consolidated Omnibus Budget Reconciliation Act of 1985. 

1.12    “COBRA Period” means the number of months used to calculate the COBRA Premium Payment, determined
in accordance with Exhibit A or Exhibit B attached hereto, as applicable. 

1.13    “COBRA Premium Payment” shall have the meaning set forth in Section 4.2(b) hereof. 

1.14    “Code” means the Internal Revenue Code of 1986, as amended from time to time, or any successor
thereto. 
 1.15    “Committee” means the Compensation Committee of the Board, or such other committee
as may be appointed by the Board to administer the Plan. 
 1.16    “Date of Termination” means the
effective date of the termination of the Participant’s employment. 

  
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 1.17    “Effective Date” shall have the meaning set
forth in Section 2 hereof. 
 1.18    “Employee” means an individual who is an employee of the
Company or any of its subsidiaries. 
 1.19    “Equity Award” means a Company equity-based award that
vests solely based on the passage of time granted under any equity-based award plan of the Company, including, but not limited to, the Company’s 2021 Incentive Award Plan, as may be amended from time to time. 

1.20    “ERISA” means the Employee Retirement Income Security Act of 1974, as amended, and the
regulations promulgated thereunder. 
 1.21    “Excise Tax” shall have the meaning set forth in
Section 7.1 hereof. 
 1.22    “Good Reason” means the occurrence of any one or more of the
following events without the Participant’s prior written consent, unless the Company fully corrects the circumstances constituting Good Reason (provided such circumstances are capable of correction) as provided below: 

(a)    a material diminution in the Participant’s position (including status, offices, titles and reporting
requirements), authority, duties or responsibilities, excluding for this purpose any isolated, insubstantial or inadvertent actions not taken in bad faith and which are remedied by the Company promptly after receipt of notice thereof given by the
Participant; 
 (b)    a material change in the geographic location at which the Participant performs his or her
principal duties for the Company to a new location that is more than 30 miles from the location at which the Participant performs his or her principal duties for the Company as of the date on which the Participant first becomes a Participant in the
Plan; or 
 (c)    any material reduction in Base Compensation. 

Notwithstanding the foregoing, the Participant will not be deemed to have resigned for Good Reason unless (1) the Participant provides written notice to
the Company setting forth in reasonable detail the facts and circumstances claimed by the Participant to constitute Good Reason within 90 days after the date of the occurrence of any event that the Participant knows or should reasonably have known
to constitute Good Reason; (2) the Company fails to cure such acts or omissions within 30 days following its receipt of such notice; and (3) the effective date of the Participant’s termination for Good Reason occurs no later than 60
days after the expiration of the Company’s cure period. With respect to the foregoing definition, the term “Company” will be interpreted to include any subsidiary, parent, affiliate, or any successor thereto, if appropriate. 

1.23    “Incentive Compensation Severance” means the portion of a Participant’s Cash Severance that
is based on the Participant’s Target Incentive Compensation, determined in accordance with Exhibit B attached hereto. For the avoidance of doubt, Incentive Compensation Severance shall not include a Participant’s Pro-Rata Target Bonus, if any. 
 1.24    “Independent Advisors”
shall have the meaning set forth in Section 7.2 hereof. 
 1.25    “Participant” means each
Employee who is selected by the Administrator to participate in the Plan and is provided with (and, if applicable, countersigns) a Participation Notice in accordance with the Plan, other than any Employee who, at the time of his or her termination
of employment, is covered by a plan or agreement with the Company or a subsidiary that provides for cash severance or termination benefits that explicitly supersedes and/or replaces the payments and benefits provided under this Plan. For the
avoidance of doubt, retention bonus payments, change in control bonus payments and other similar cash payments shall not constitute “cash severance” for purposes of this definition. Notwithstanding anything in this Plan to the contrary,
each of the Chief Executive Officer, the Chief Operating Officer, and the Chief Financial Officer of the Company shall be a Tier 1 Participant in the Plan. 

  
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 1.26    “Participation Notice” shall have the meaning
set forth in Section 2 hereof. 
 1.27    “Pro-Rata Target
Bonus” means the Participant’s Target Incentive Compensation for the year of termination, pro-rated by multiplying the Target Incentive Compensation by the quotient obtained by dividing
(i) the number of days during the year that the Participant was employed through the Qualifying Termination date by (ii) the total number of days in the year. 

1.28    “Qualifying Termination” means a termination of the Participant’s employment by (i) the
Company without Cause or (ii) the Participant during the CIC Protection Period for Good Reason. Notwithstanding anything contained herein, in no event shall a Participant be deemed to have experienced a Qualifying Termination (a) if such
Participant is offered and/or accepts a comparable employment position with the Company or any subsidiary, or (b) if in connection with a Change in Control or any other corporate transaction or sale of assets involving the Company or any
subsidiary, such Participant is offered and accepts a comparable employment position with the successor or purchaser entity (or an affiliate thereof), as applicable. A Qualifying Termination shall not include a termination due to the
Participant’s death or disability. 
 1.29    “Release” shall have the meaning set forth in
Section 4.4 hereof. 
 1.30    “Severance Benefits” means the severance payments and benefits to
which a Participant may become entitled pursuant to Section 4 of the Plan and Exhibit A or Exhibit B, as applicable and each as attached hereto. 

1.31    “Target Incentive Compensation” means the Participant’s target cash performance
bonus, if any, for the year in which the Date of Termination occurs. 
 1.32    “Total Payments” shall
have the meaning set forth in Section 7.1 hereof. 
 2.    Effectiveness of the Plan; Notification. The Plan
shall become effective on June 22, 2021 (the “Effective Date”). The Administrator shall, pursuant to a written notice to any Employee (a “Participation Notice”), notify each Participant that such Participant
has been selected to participate in the Plan. 
 3.    Administration. Subject to Section 13.3 hereof, the
Plan shall be interpreted, administered and operated by the Committee (the “Administrator”), which shall have complete authority, subject to the express provisions of the Plan, to interpret the Plan, to prescribe, amend and rescind
rules and regulations relating to the Plan, and to make all other determinations necessary or advisable for the administration of the Plan. The Administrator may delegate any of its duties hereunder to a subcommittee, or to such person or persons
from time to time as it may designate other than to any Participant in the Plan, and the Administrator may delegate (other than to any Participant in the Plan) its duty to provide a Participation Notice to a Participant in the Plan. All decisions,
interpretations and other actions of the Administrator (including with respect to whether a Qualifying Termination has occurred) shall be final, conclusive and binding on all parties who have an interest in the Plan. 

  
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 4.    Severance Benefits.  

4.1    Eligibility. Each Employee who qualifies as a Participant and who experiences a Qualifying Termination is
eligible to receive Severance Benefits under the Plan. 
 4.2    Qualifying Termination Payment. In the
event that a Participant experiences a Qualifying Termination (other than a CIC Termination), then, subject to the Participant’s execution and, to the extent applicable, non-revocation of a Release in
accordance with Section 4.4 hereof, and subject to any additional requirements specified in the Plan, the Company shall pay or provide to the Participant the following Severance Benefits: 

(a)    Cash Salary Severance Payment. The Company shall pay to the Participant an amount equal to
the Cash Salary Severance determined in accordance with Exhibit A attached hereto. Subject to Section 6.2 hereof, the Cash Salary Severance (as set forth on Exhibit A) shall be paid in
substantially equal installments in accordance with the Company’s normal payroll practice over the Cash Severance Period, but commencing on the first payroll date following the 60th day
following the Date of Termination (and amounts otherwise payable prior to such first payroll date shall be paid on such date without interest thereon). 

(b)    COBRA. Subject to the requirements of the Code, if the Participant properly elects healthcare
continuation coverage under the Company’s group health plans pursuant to COBRA, to the extent that the Participant is eligible to do so, then the Company shall directly pay or, at its election, reimburse the Participant for the COBRA premiums
for the Participant and the Participant’s covered dependents (in an amount determined based on the same benefit levels as would have applied if the Participant’s employment had not been terminated based on the Participant’s elections
in effect on the Date of Termination) until the earlier of the end of the month during which the Participant’s COBRA Period, determined in accordance with Exhibit A attached hereto, ends or the date the Participant
becomes eligible for healthcare coverage under a subsequent employer’s health plan (the “COBRA Premium Payment”). Notwithstanding the foregoing, (i) if any plan pursuant to which such benefits are provided is not, or
ceases prior to the expiration of the period of continuation coverage to be, exempt from the application of Code Section 409A under Treasury Regulation Section 1.409A-1(a)(5), or (ii) the
Company is otherwise unable to continue to cover the Participant under its group health plans without penalty under applicable law (including without limitation, Section 2716 of the Public Health Service Act), then, in either case, an amount
equal to each remaining Company reimbursement shall thereafter be paid to the Participant in substantially equal monthly installments over the COBRA Period (or the remaining portion thereof). 

4.3    CIC Termination Payment. In the event that a Participant experiences a CIC Termination, then, subject to the
Participant’s execution and, to the extent applicable, non-revocation of a Release in accordance with Section 4.4 hereof, and subject to any additional requirements specified in the Plan: 

(a)    The Company shall pay or provide to the Participant, as applicable, an amount equal to the Cash Severance
determined in accordance with Exhibit B attached hereto. Subject to Section 6.2 hereof, the Cash Severance (as set forth on Exhibit B) shall be paid in substantially equal installments in accordance with the Company’s normal
payroll practice over the Cash Severance Period, but commencing on the first payroll date following the 60th day following the Date of Termination (and amounts otherwise payable prior to such
first payroll date shall be paid on such date without interest thereon); provided, that in the event the CIC Termination occurs prior to a Change in Control, then any incremental Cash Severance that would have been payable between the Date of
Termination and the Change in Control date (i.e., incremental Cash Severance above the Cash Severance payable upon a Qualifying Termination that is not a CIC Termination) instead shall be paid in a single lump sum on the date of the Change in
Control; 

  
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 (b)    The Company shall provide to the Participant the COBRA Premium
Payment set forth in Section 4.2(b) hereof; provided, however, that the COBRA Period shall be determined in accordance with Exhibit B attached hereto (instead of in accordance with Exhibit A); 

(c)    The Company shall pay or provide to the Participant, as applicable, the Participant’s Pro-Rata Target Bonus, payable in a single lump sum no later than the 60th day following the Date of Termination in accordance with the Company’s normal
payroll practice; and 
 (d)    Each outstanding Equity Award held by the Participant as of his or her Date of
Termination shall vest as specified in Exhibit B, and, as applicable, become exercisable upon the later of the effectiveness of the Release and as of immediately prior to the consummation of a Change in Control. 

4.4    Release. Notwithstanding anything herein to the contrary, no Participant shall be eligible or entitled to
receive or retain any Severance Benefits under the Plan unless he or she executes a general release of claims substantially in the form attached hereto as Exhibit C (the “Release”) within 21 days (or 45
days if necessary to comply with applicable law) after the Date of Termination and, if he or she is entitled to a seven day post-signing revocation period under applicable law, does not revoke such Release during such seven day period. 

5.    Limitations. Notwithstanding any provision of the Plan to the contrary, if a Participant’s status as an
Employee is terminated for any reason other than due to a Qualifying Termination, the Participant shall not be entitled to receive any Severance Benefits under the Plan, and the Company shall not have any obligation to such Participant under the
Plan. 
 6.    Section 409A. 

6.1    General. To the extent applicable, the Plan shall be interpreted and applied consistent and in accordance
with Code Section 409A and Department of Treasury regulations and other interpretive guidance issued thereunder. Notwithstanding any provision of the Plan to the contrary, to the extent that the Administrator determines that any payments or
benefits under the Plan may not be either compliant with or exempt from Code Section 409A and related Department of Treasury guidance, the Administrator may in its sole discretion adopt such amendments to the Plan or take such other actions
that the Administrator determines are necessary or appropriate to (a) exempt the compensation and benefits payable under the Plan from Code Section 409A and/or preserve the intended tax treatment of such compensation and benefits, or
(b) comply with the requirements of Code Section 409A and related Department of Treasury guidance; provided, however, that this Section 6.1 shall not create any obligation on the part of the Administrator to adopt any
such amendment or take any other action, nor shall the Company have any liability for failing to do so. 

6.2    Potential Six-Month Delay. Notwithstanding anything to the contrary
in the Plan, no amounts shall be paid to any Participant under the Plan during the six-month period following such Participant’s “separation from service” (within the meaning of Code
Section 409A(a)(2)(A)(i) and Treasury Regulation Section 1.409A-1(h)) to the extent that the Administrator determines that paying such amounts at the time or times indicated in the Plan would result
in a prohibited distribution under Code Section 409A(a)(2)(B)(i). If the payment of any such amounts is delayed as a result of the previous sentence, then on the first business day following the end of such
six-month period (or such earlier date upon which such amount can be paid under Code Section 409A without resulting in a prohibited distribution, including as a result of the Participant’s death),
the Participant shall receive payment of a lump-sum amount equal to the cumulative amount that would have otherwise been payable to the Participant during such six-month
period without interest thereon. 

  
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 6.3    Separation from Service. A termination of employment shall
not be deemed to have occurred for purposes of any provision of the Plan providing for the payment of any amounts or benefits that constitute “nonqualified deferred compensation” under Code Section 409A upon or following a termination
of employment unless such termination is also a “separation from service” within the meaning of Code Section 409A and, for purposes of any such provision of the Plan, references to a “termination,” “termination of
employment” or like terms shall mean “separation from service”. 
 6.4    Reimbursements. To the
extent that any payments or reimbursements provided to a Participant under the Plan are deemed to constitute compensation to the Participant to which Treasury Regulation Section 1.409A-3(i)(1)(iv) would
apply, such amounts shall be paid or reimbursed reasonably promptly, but not later than December 31st of the year following the year in which the expense was incurred. The amount of any such payments eligible for reimbursement in one year shall
not affect the payments or expenses that are eligible for payment or reimbursement in any other taxable year, and the Participant’s right to such payments or reimbursement of any such expenses shall not be subject to liquidation or exchange for
any other benefit. 
 6.5    Installments. For purposes of applying the provisions of Code Section 409A to
the Plan, each separately identified amount to which a Participant is entitled under the Plan shall be treated as a separate payment. In addition, to the extent permissible under Code Section 409A, the right to receive any installment payments
under the Plan shall be treated as a right to receive a series of separate payments and, accordingly, each such installment payment shall at all times be considered a separate and distinct payment as permitted under Treasury Regulation Section 1.409A-2(b)(2)(iii). Whenever a payment under the Plan specifies a payment period with reference to a number of days, the actual date of payment within the specified period shall be within the sole
discretion of the Company. 
 7.    Limitation on Payments. 

7.1    Best Pay Cap. Notwithstanding any other provision of the Plan, in the event that any payment or benefit
received or to be received by a Participant (including any payment or benefit received in connection with a termination of the Participant’s employment, whether pursuant to the terms of the Plan or any other plan, arrangement or agreement) (all
such payments and benefits, including the Severance Benefits, being hereinafter referred to as the “Total Payments”) would be subject (in whole or part), to the excise tax imposed under Code Section 4999 (the “Excise
Tax”), then, after taking into account any reduction in the Total Payments provided by reason of Code Section 280G in such other plan, arrangement or agreement, the Cash Severance benefits under the Plan shall first be reduced, and any
noncash severance payments shall thereafter be reduced, to the extent necessary so that no portion of the Total Payments is subject to the Excise Tax but only if (a) the net amount of such Total Payments, as so reduced (and after subtracting
the net amount of federal, state and local income taxes on such reduced Total Payments and after taking into account the phase out of itemized deductions and personal exemptions attributable to such reduced Total Payments) is greater than or equal
to (b) the net amount of such Total Payments without such reduction (but after subtracting the net amount of federal, state and local income taxes on such Total Payments and the amount of Excise Tax to which the Participant would be subject in
respect of such unreduced Total Payments and after taking into account the phase out of itemized deductions and personal exemptions attributable to such unreduced Total Payments). 

  
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 7.2    Certain Exclusions. For purposes of determining whether
and the extent to which the Total Payments will be subject to the Excise Tax, (a) no portion of the Total Payments, the receipt or retention of which the Participant has waived at such time and in such manner so as not to constitute a
“payment” within the meaning of Code Section 280G(b), will be taken into account; (b) no portion of the Total Payments will be taken into account which, in the written opinion of an independent, nationally recognized accounting
firm (the “Independent Advisors”) selected by the Company, does not constitute a “parachute payment” within the meaning of Code Section 280G(b)(2) (including by reason of Code Section 280G(b)(4)(A)) and, in
calculating the Excise Tax, no portion of such Total Payments will be taken into account which, in the opinion of Independent Advisors, constitutes reasonable compensation for services actually rendered, within the meaning of Code
Section 280G(b)(4)(B), in excess of the “base amount” (as defined in Code Section 280G(b)(3)) allocable to such reasonable compensation; and (c) the value of any non-cash benefit or
any deferred payment or benefit included in the Total Payments shall be determined by the Independent Advisors in accordance with the principles of Code Sections 280G(d)(3) and (4). 

8.    No Mitigation. No Participant shall be required to seek other employment or attempt in any way to reduce or
mitigate any Severance Benefits payable under the Plan and the amount of any such Severance Benefits shall not be reduced by any other compensation paid or provided to any Participant following such Participant’s termination of employment. 

9.    Successors. 

9.1    Company Successors. The Plan shall inure to the benefit of and shall be binding upon the Company and its
successors and assigns. Any successor (whether direct or indirect and whether by purchase, lease, merger, consolidation, liquidation or otherwise) to all or substantially all of the Company’s business and/or assets shall assume and agree to
perform the obligations of the Company under the Plan. 
 9.2    Participant Successors. The Plan shall inure to
the benefit of and be enforceable by each Participant’s personal or legal representatives, executors, administrators, successors, heirs, distributees, devisees, legatees or other beneficiaries. If a Participant dies while any amount remains
payable to such Participant hereunder, all such amounts shall be paid in accordance with the terms of the Plan to the executors, personal representatives or administrators of such Participant’s estate. 

10.    Notices. All communications relating to matters arising under the Plan shall be in writing and shall be
deemed to have been duly given when hand delivered, faxed, emailed or mailed by reputable overnight carrier or United States certified mail, return receipt requested, addressed, if to a Participant, to the address or email address on file with the
Company or to such other address or email address as the Participant may have furnished to the other in writing in accordance herewith and, if to the Company, to such address or email address as may be specified from time to time by the
Administrator, except that notice of change of address shall be effective only upon actual receipt. 
 11.    Claims
Procedure; Arbitration. 
 11.1    Claims. Generally, Participants are not required to present a formal claim
in order to receive benefits under the Plan. If, however, any person (the “Claimant”) believes that benefits are being denied improperly, that the Plan is not being operated properly, that fiduciaries of the Plan have breached their
duties, or that the Claimant’s legal rights are being violated with respect to the Plan, the Claimant must file a formal claim, in writing, with the Administrator. This requirement applies to all claims that any Claimant has with respect to the
Plan, including claims against fiduciaries and former fiduciaries, except to the extent the Administrator determines, in its sole discretion that it does not have the power to grant all relief reasonably being sought by the Claimant. A formal claim
must be filed within 90 days after the date the Claimant first knew or should have known of the facts on which the claim is based, unless the Administrator consents otherwise in writing. The Administrator shall provide a Claimant, on request, with a
copy of the claims procedures established under Section 11.2 hereof. 

  
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 11.2    Claims Procedure. The Administrator has adopted
procedures for considering claims (which are set forth in Exhibit D attached hereto), which it may amend or modify from time to time, as it sees fit. These procedures shall comply with all applicable legal requirements.
These procedures may provide that final and binding arbitration shall be the ultimate means of contesting a denied claim (even if the Administrator or its delegates have failed to follow the prescribed procedures with respect to the claim). The
right to receive benefits under the Plan is contingent on a Claimant using the prescribed claims and arbitration procedures to resolve any claim. 

12.    Covenants. 

12.1    Restrictive Covenants. A Participant’s right to receive and/or retain the Severance Benefits payable
under this Plan is conditioned upon and subject to the Participant’s continued compliance with any restrictive covenants (e.g., confidentiality, non-solicitation,
non-disparagement) contained in any other written agreement between the Participant and the Company, as in effect on the date of the Participant’s Qualifying Termination. 

12.2    Return of Property. A Participant’s right to receive and/or retain the Severance Benefits payable
under the Plan is conditioned upon the Participant’s return to the Company of all Company documents (and all copies thereof) and other Company property (in each case, whether physical, electronic or otherwise) in the Participant’s
possession or control. 
 13.    Miscellaneous. 

13.1    Entire Plan; Relation to Other Agreements. The Plan, together with any Participation Notice issued in
connection with the Plan, contains the entire understanding of the parties relating to the subject matter hereof and supersedes any prior agreement, arrangement and understanding between any Participant, on the one hand, and the Company and/or any
subsidiary, on the other hand, with respect to the subject matter hereof. Severance payable under the Plan is not intended to duplicate any other severance benefits payable to a Participant by the Company. By participating in the Plan and accepting
the Severance Benefits hereunder, the Participant acknowledges and agrees that any prior agreement, arrangement and understanding between any Participant, on the one hand, and the Company and/or any subsidiary, on the other hand, with respect to the
subject matter hereof is hereby revoked and ineffective with respect to the Participant (including with respect to any severance arrangement contained in an effective employment agreement, employment letter agreement by and between the Participant
and the Company (and/or any subsidiary)). 
 13.2    No Right to Continued Service. Nothing contained in the Plan
shall (a) confer upon any Participant any right to continue as an employee of the Company or any subsidiary, (b) constitute any contract of employment or agreement to continue employment for any particular period, or (c) interfere in
any way with the right of the Company to terminate a service relationship with any Participant, with or without Cause. 

  
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 13.3    Termination and Amendment of Plan. The Plan may not be
amended, modified, suspended or terminated except with the express written consent of each Participant who would be adversely affected by any such amendment, modification, suspension or termination. 

13.4    Survival. Section 7 (Limitation on Payments), Section 11 (Claims Procedure; Arbitration) and
Section 12 (Covenants) hereof shall survive the termination or expiration of the Plan and shall continue in effect. 

13.5    Severance Benefit Obligations. Notwithstanding anything contained herein, Severance Benefits paid or
provided under the Plan may be paid or provided by the Company or any subsidiary employer, as applicable. 

13.6    Withholding. The Company shall have the authority and the right to deduct and withhold an amount sufficient
to satisfy federal, state, local and foreign taxes required by law to be withheld with respect to any Severance Benefits payable under the Plan. 

13.7    Benefits Not Assignable. Except as otherwise provided herein or by law, no right or interest of any
Participant under the Plan shall be assignable or transferable, in whole or in part, either directly or by operation of law or otherwise, including without limitation by execution, levy, garnishment, attachment, pledge or in any manner; no attempted
assignment or transfer thereof shall be effective; and no right or interest of any Participant under the Plan shall be liable for, or subject to, any obligation or liability of such Participant. When a payment is due under the Plan to a Participant
who is unable to care for his or her affairs, payment may be made directly to his or her legal guardian or personal representative. 

13.8    Applicable Law. The Plan is intended to be an unfunded “top hat” pension plan within the meaning
of U.S. Department of Labor Regulation Section 2520.104-23 and shall be interpreted, administered, and enforced as such in accordance with ERISA. To the extent that state law is applicable, the statutes
and common law of the State of Delaware, excluding any that mandate the use of another jurisdiction’s laws, will apply. 

13.9    Validity. The invalidity or unenforceability of any provision of the Plan shall not affect the validity or
enforceability of any other provision of the Plan, which shall remain in full force and effect. 

13.10    Captions. The captions contained in the Plan are for convenience only and shall have no bearing on the
meaning, construction or interpretation of the Plan’s provisions. 
 13.11    Expenses. The expenses of
administering the Plan shall be borne by the Company or its successor, as applicable. 
 13.12    Unfunded Plan.
The Plan shall be maintained in a manner to be considered “unfunded” for purposes of ERISA. The Company shall be required to make payments only as benefits become due and payable. No person shall have any right, other than the right of an
unsecured general creditor against the Company, with respect to the benefits payable hereunder, or which may be payable hereunder, to any Participant, surviving spouse or beneficiary hereunder. If the Company, acting in its sole discretion,
establishes a reserve or other fund associated with the Plan, no person shall have any right to or interest in any specific amount or asset of such reserve or fund by reason of amounts which may be payable to such person under the Plan, nor shall
such person have any right to receive any payment under the Plan except as and to the extent expressly provided in the Plan. The assets in any such reserve or fund shall be part of the general assets of the Company, subject to the control of the
Company. 

  
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 * * * * * 

  
 11 













 I hereby certify that the foregoing Plan was duly adopted by the Board of Directors of
Talkspace, Inc. on June 22, 2021. 
  

			
	Signature:	 	  

	Name:	 	
	Title:	 	



  
 S-1 













 EXHIBIT A 

CALCULATION OF QUALIFYING TERMINATION SEVERANCE AMOUNTS 
  

							
	 Tier
	 	 Cash Salary Severance
	 	Cash Severance Period	 	COBRA Period (1)
	1	 	100% Base Compensation	 	12 months	 	12 months
				
	2	 	50% Base Compensation	 	6 months	 	6 months

  

	(1)	 COBRA Period begins on the first day of the calendar month following the calendar month in which the Date of
Termination occurs. 



  
 Exh. A-1 













 EXHIBIT B 

CALCULATION OF CIC TERMINATION SEVERANCE AMOUNTS 
  

											
	 Tier
	 	 Cash

Severance
	 	Cash Severance Period	 	Pro-Rata Target Bonus	 	Equity
Acceleration	 	COBRA Period (1)
	1	 	200% Base Compensation + 200% Target Incentive Compensation	 	24 months	 	Pro-Rata Target
Bonus	 	Full vesting
acceleration of Equity
Awards.	 	18 months
	2	 	100% Base Compensation + 100% Target Incentive Compensation	 	12 months	 	12 months

  

	(1)	 COBRA Period begins on the first day of the calendar month following the calendar month in which the Date of
Termination occurs. 



  
 Exh. B-1 













 EXHIBIT C 

FORM OF RELEASE 

[To be attached] 

  
 Exh. C-1 













 EXHIBIT D 

DETAILED CLAIMS PROCEDURES 

Section 1.1.    Claim Procedure. Claims for benefits under the Plan shall be administered in accordance with Section 503
of ERISA and the Department of Labor Regulations thereunder. The Administrator shall have the right to delegate its duties under this Exhibit and all references to the Administrator shall be a reference to any such delegate, as well. The
Administrator shall make all determinations as to the rights of any Participant, beneficiary, alternate payee or other person who makes a claim for benefits under the Plan (each, a “Claimant”). A Claimant may authorize a
representative to act on his or her behalf with respect to any claim under the Plan. A Claimant who asserts a right to any benefit under the Plan he has not received, in whole or in part, must file a written claim with the Administrator. All written
claims shall be submitted to the head of Human Resources of Talkspace, Inc. 
 (a)    Regular Claims Procedure.
The claims procedure in this subsection (a) shall apply to all claims for Plan benefits. 
 (1)    Timing of
Denial. If the Administrator denies a claim in whole or in part (an “adverse benefit determination”), then the Administrator will provide notice of the decision to the Claimant within a reasonable period of time, not to exceed
90 days after the Administrator receives the claim, unless the Administrator determines that an extension of time for processing is required. In the event that the Administrator determines that such an extension is required, written notice of the
extension will be furnished to the Claimant before the end of the initial 90 day review period. The extension will not exceed a period of 90 days from the end of the initial 90 day period, and the extension notice will indicate the special
circumstances requiring such extension of time and the date by which the Administrator expects to render the benefit decision. 

(2)    Denial Notice. The Administrator shall provide every Claimant who is denied a claim for benefits with a
written or electronic notice of its decision. The notice will set forth, in a manner to be understood by the Claimant: 
  

	 	(i)	 the specific reason or reasons for the adverse benefit determination; 



 

	 	(ii)	 reference to the specific Plan provisions on which the determination is based; 



 

	 	(iii)	 a description of any additional material or information necessary for the Claimant to perfect the claim and an
explanation as to why such information is necessary; and 


  

	 	(iv)	 an explanation of the Plan’s appeal procedure and the time limits applicable to such procedures, including
a statement of the Claimant’s right to bring an action under Section 502(a) of ERISA after receiving a final adverse benefit determination upon appeal. 



(3)    Appeal of Denial. The Claimant may appeal an initial adverse benefit determination by submitting a written
appeal to the Administrator within 60 days of receiving notice of the denial of the claim. The Claimant: 
  

	 	(i)	 may submit written comments, documents, records and other information relating to the claim for benefits;




  
 Exh. D-1 














	 	(ii)	 will be provided, upon request and without charge, reasonable access to and copies of all documents, records
and other information relevant to the Claimant’s claim for benefits; and 


  

	 	(iii)	 will receive a review that takes into account all comments, documents, records and other information submitted
by the Claimant relating to the appeal, without regard to whether such information was submitted or considered in the initial benefit determination. 



(4)    Decision on Appeal. The Administrator will conduct a full and fair review of the claim and the initial
adverse benefit determination. The Administrator holds regularly scheduled meetings at least quarterly. The Administrator shall make a benefit determination no later than the date of the regularly scheduled meeting that immediately follows the
Plan’s receipt of an appeal request, unless the appeal request is filed within 30 days preceding the date of such meeting. In such case, a benefit determination may be made by no later than the date of the second regularly scheduled meeting
following the Plan’s receipt of the appeal request. If special circumstances require a further extension of time for processing, a benefit determination shall be rendered no later than the third regularly scheduled meeting of the Administrator
following the Plan’s receipt of the appeal request. If such an extension of time for review is required, the Administrator shall provide the Claimant with written notice of the extension, describing the special circumstances and the date as of
which the benefit determination will be made, prior to the commencement of the extension. The Administrator generally cannot extend the review period any further unless the Claimant voluntarily agrees to a longer extension. The Administrator shall
notify the Claimant of the benefit determination as soon as possible but not later than five days after it has been made. 

(5)    Notice of Determination on Appeal. The Administrator shall provide the Claimant with written or electronic
notification of its benefit determination on review. In the case of an adverse benefit determination, the notice shall set forth, in a manner intended to be understood by the Claimant: 

 

	 	(i)	 the specific reason or reasons for the adverse benefit determination; 



 

	 	(ii)	 reference to the specific Plan provisions on which the adverse benefit determination is based;



  

	 	(iii)	 a statement that the Claimant is entitled to receive, upon request and without charge, reasonable access to,
and copies of, all documents, records and other information relevant to the claim for benefits; 


  

	 	(iv)	 a statement describing any voluntary appeal procedures offered by the Plan and the Claimant’s right to
obtain the information about such procedures; and 


  

	 	(v)	 a statement of the Claimant’s right to bring an action under Section 502(a) of ERISA.



 (b)     Exhaustion; Judicial Proceedings. No action at law or in equity shall be brought to
recover benefits under the Plan until the claim and appeal rights described in the Plan have been exercised and the Plan benefits requested in such appeal have been denied in whole or in part. If any judicial proceeding is undertaken to appeal the
denial of a claim or bring any other action under ERISA other than a breach of fiduciary claim, the evidence presented may be strictly limited to the evidence timely presented to the Administrator. Any such judicial proceeding must be filed by the
earlier of: (a) one year after the Administrator’s final decision regarding the claim appeal or (b) one year after the Participant or other Claimant commenced payment of the Plan benefits at issue in the judicial proceeding. The
jurisdiction and venue for any judicial proceedings arising under or relating to the Plan will be exclusively in the courts in California, including the federal courts located there should federal jurisdiction exist. This paragraph (c) shall
not be construed to prohibit the enforcement of any arbitration agreements. 

  
 Exh. D-2 













 (c)    Administrator’s Decision is Binding. Benefits under
the Plan shall be paid only if the Administrator decides in its sole discretion that a Claimant is entitled to them. In determining claims for benefits, the Administrator has the authority to interpret the Plan, to resolve ambiguities, to make
factual determinations, and to resolve questions relating to eligibility for and amount of benefits. Subject to applicable law, any decision made in accordance with the above claims procedures is final and binding on all parties and shall be given
the maximum possible deference allowed by law. A misstatement or other mistake of fact shall be corrected when it becomes known and the Administrator shall make such adjustment on account thereof as it considers equitable and practicable. 

  
 Exh. D-3