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 Compensation Partner will play a critical role in supporting the Total Rewards team by providing strategic compensation consultation, analytics and insights. This role will focus on ensuring competitive and equitable compensation practices across various support and enabling groups, including Corporate Functions, Technology, Data, Claims and Operations. The Compensation Partner will collaborate closely with HR Business Partners (HRBPs) and business leaders to develop and implement compensation strategies that attract, motivate, and retain top talent.
Key Responsibilities:
Compensation Consultation: Provide expert advice and creative consultation on compensation matters to HRBPs and business leaders to support organizational change and growth. Includes job and pay structure creation and modifications, benchmarking, and developing competitive compensation packages.
Market Data Management: Manage and analyze market data to ensure compensation practices are competitive and aligned with industry standards. Conduct regular market reviews and provide insights to support compensation decisions.
Compensation Program Execution: Oversee the execution of compensation programs, including annual compensation cycles and salary survey management. Ensure programs are managed effectively and align with company philosophy, policies and guidelines.
Training and Communication: Develop and deliver training sessions for HRBPs and managers on compensation practices, tools, and processes. Communicate current and trending compensation topics to relevant stakeholders.
Data Analysis and Reporting: Utilize data analytics to provide insights and recommendations on compensation practices. Prepare reports and presentations for senior leadership to support decision-making.
Project Management: Lead and participate in compensation-related projects, including mergers and acquisitions, re-organizations, and special compensation initiatives. Ensure projects are completed on time and within budget.
Generative AI Readiness: Stay informed and adaptable to changes in technology, particularly in the areas of Generative AI and automation. Leverage these technologies to drive efficiency and innovation in compensation practices.
Qualifications:
Bachelor's degree in Human Resources, Business Administration, or a related field. Advanced degree or professional certification (e.g., CCP) is preferred.
Minimum of 5+ years of experience in compensation, with a strong understanding of compensation principles, practices, and regulations.
Proven experience in market data analysis, benchmarking, and developing compensation strategies.
Strong analytical skills and the ability to interpret complex data and provide actionable insights.
Excellent communication and presentation skills, with the ability to effectively convey compensation concepts to diverse audiences.
Strong project management skills, with the ability to lead and manage multiple projects simultaneously.
Proficiency in compensation tools and software, such as Workday and Excel.
Ability to work collaboratively with HRBPs, business leaders, and other stakeholders to achieve common goals.
High level of integrity and confidentiality in handling sensitive compensation information.
Additional Information:
This role can have a Hybrid or Remote work schedule. Candidates who live near one of our locations will have the expectation of working in an office 3 days a week (Tuesday through Thursday). Candidate who do not live near an office will have a remote work schedule with the expectation of coming into office as business needs arise. The ideal candidate will be located in Hartford, CT.
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:
$108,800 - $163,200Equal 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
- Bachelor's degree in Human Resources, Business Administration, or related field
- Advanced degree or professional certification (e.g., CCP)
- Minimum of 5+ years of experience in compensation
- Proven experience in market data analysis, benchmarking, and developing compensation strategies
- Strong analytical skills and ability to interpret complex data
- Excellent communication and presentation skills
- Strong project management skills with ability to lead multiple projects
- Proficiency in compensation tools and software such as Workday and Excel
- Ability to work collaboratively with HRBPs, business leaders, and stakeholders
- High level of integrity and confidentiality in handling sensitive compensation information
- Familiarity or readiness to leverage Generative AI and automation in compensation processes
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
