Director, Compensation - HC06AE
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 ResponsibilitiesStrategic 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.
CompensationThe 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 - $213,600
