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.
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.
Requirements
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.
Benefits
$142,400 - $213,600Equal Opportunity Employer/Sex/Race/Color/Veterans/Disability/Sexual Orientation/Gender Identity or Expression/Religion/AgeAbout Us | Our Culture | What It's Like to Work Here | Perks & BenefitsEquity / stock optionsPerformance bonus
Additional Information
Director, Compensation - HC06AE
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.
Thehartford · Hartford, CT