We’re determined to make a difference and are proud to be an insurance company that goes well beyond coverages and policies. Working here means having every opportunity to achieve your goals – and to help others accomplish theirs, too. Join our team as we help shape the future.
The Director of Compensation will lead the strategic design, evolution, and governance of compensation and job architecture frameworks across enabling functions including Technology, Data, Operations, Claims, and Corporate. This role is a key strategic partner to the business and HR, shaping how work is defined, structured, and rewarded in alignment with enterprise priorities, workforce transformation, and future skill needs. The Director will integrate compensation strategy with strategic workforce planning, job architecture evolution, and skills-based talent models to ensure scalable, market-competitive, and business-relevant solutions. This role is increasingly focused on forward-looking design, advisory, and enterprise influence, with transactional delivery executed through a centralized team. This role is based in our Hartford, CT, Home Office. Candidates based elsewhere may also be considered.
Key Responsibilities
Strategic Leadership & Workforce Transformation
Lead the development of forward-looking compensation and job architecture strategies aligned with enterprise business strategy, transformation initiatives, and workforce priorities.
Integrate Strategic Workforce Planning (SWP) with compensation design—ensuring alignment between future talent demand (skills, capabilities, capacity) and compensation structures.
Drive the evolution of job architecture from role-based to skills-informed frameworks, enabling flexibility, scalability, and internal mobility.
Own and evolve job architecture frameworks, including job structures, leveling, career paths, and competency/skills alignment.
Partner with HR and business leaders to translate emerging skill needs (e.g., AI, data, digital) into job design and compensation strategies.
Business Partnership & Enterprise Influence
Act as a trusted thought partner to HRBPs and senior business leaders.
Provide executive-ready insights and recommendations on pay, structure, and workforce investments.
Ensure alignment with compensation philosophy, internal equity, and regulatory requirements.
Market Intelligence & Strategic Analytics
Translate external market trends (skills scarcity, emerging roles, pay premiums) into actionable compensation strategies.
Utilize tools (Workday, market data platforms, AI-enabled analytics) to enhance scenario modeling, forecasting, and decision support.
Team Leadership
Lead and develop one direct report, providing coaching, performance management, and career development support.
Foster strong team engagement and accountability while contributing as an active member of the Broad-Based Compensation leadership team.
Qualifications
10+ years of progressive compensation experience, with strong emphasis on strategy, transformation, and enterprise initiatives.
Proven ability to operate as a strategic advisor to senior leaders and influence across complex, matrixed organizations.
Strong analytical and financial acumen, with experience translating data into business and workforce insights.
Experience leading cross-functional transformation initiatives with enterprise impact.
Proficiency in compensation and HR systems (Workday, market pricing tools) and advanced analytics.
High integrity and ability to operate at executive level with sensitive and high-impact decisions.
Bachelor’s degree or equivalent work experience; CCP or advanced degree a plus.
Compensation
The listed annualized base pay range is primarily based on analysis of similar positions in the external market. Actual base pay could vary and may be above or below the listed range based on factors including but not limited to performance, proficiency and demonstration of competencies required for the role. The base pay is just one component of The Hartford’s total compensation package for employees. Other rewards may include short-term or annual bonuses, long-term incentives, and on-the-spot recognition. The annualized base pay range for this role is:
$142,400 - $213,600Equal Opportunity Employer/Sex/Race/Color/Veterans/Disability/Sexual Orientation/Gender Identity or Expression/Religion/Age
About Us | Our Culture | What It’s Like to Work Here | Perks & Benefits
Skills Required
- 10+ years of progressive compensation experience
- Ability to operate as a strategic advisor to senior leaders
- Strong analytical and financial acumen
- Experience leading cross-functional transformation initiatives
- Proficiency in compensation and HR systems
- Bachelor's degree or equivalent work experience
The Hartford Financial Services Group, Inc. Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about The Hartford Financial Services Group, Inc. and has not been reviewed or approved by The Hartford Financial Services Group, Inc..
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Retirement Support — A 401(k) with matching plus an additional company contribution, alongside an employee stock purchase plan and no‑cost financial planning, signals robust long‑term savings support. HSAs/FSAs and related financial tools further strengthen overall financial well‑being.
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Leave & Time Off Breadth — At least 25 days of PTO to start, options to buy or roll over time, and paid parental leave indicate broad time‑off support. Paid leave for organ and bone marrow donation and generous disability coverage extend protection for significant life events.
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Healthcare Strength — Multiple medical, dental, and vision options with the company covering most medical and dental premiums reflect strong core health coverage. Wellness programs, fitness reimbursements, well‑being credits, and accessible behavioral health services expand depth and accessibility.
The Hartford Financial Services Group, Inc. Insights
What We Do
Human achievement is at the heart of what we do. We put our belief into action by not only ensuring individuals and businesses are well protected, but by going even further – making an impact in ways that go beyond an insurance policy
