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The Senior Vice President, Total Rewards reports to the Executive Vice President, Chief Human Resources Officer and has overall responsibility for the strategy, design, development and implementation of compensation and benefits programs, processes, and communications for all employees. This includes broad-based and executive compensation, health and welfare benefits and investment savings plan and stock plan administration. This position is responsible for supporting the CEO and CHRO in regular Board of Directors and Compensation Committee of the Board related requirements including requisite materials preparation and presentation on a regular basis and is also the company’s key point of contact and owner of vendor/consultant relationships associated with all compensation and benefits programs. The Vice President, Total Rewards will demonstrate keen business and financial acumen and partner with business leadership and external resources to identify and develop best practices to meet the needs of the business, to ensure compliant programs and processes, and to deliver a market informed and business aligned Total Rewards strategy. This leader will be a key leader in furthering the improvement of the Total Rewards function to be more innovative and operationally exceptional. The leader will drive the company’s performance-based company culture based on pay for performance, accountability, results, vision, and behaviors. This new leader will learn the business and build strong working relationships at all levels and across all lines of business.
Additionally, the successful candidate will:
Continually evaluate the external marketplace for total rewards’ competitiveness ensuring strong, fit for purpose programs which will attract and retain employees at all levels or the organization.
Develop and modify the total rewards strategy for all levels and locations within the company. Proactively provide ongoing recommendations to the leadership team regarding total rewards philosophy and competitiveness.
Working with the CEO, CHRO and appropriate committees, review and secure leadership and Board approval of new programs and budgets relating to new and existing programs.
Advise all levels of management and Human Resources on specific compensation matters and solutions. Partner with HR Business Partners, business leaders and the employee communications team to provide thoughtful, end-to-end, timely and comprehensive communications material and collateral.
Develop and maintain relationships with external vendors and peer companies to maintain an on-going awareness of competitive practices.
Establish and implement rigorous processes for all aspects of C&B administration and compliance including benchmarking of practices, metrics, and design.
Manage and motivate a strong, highly engaged Total Rewards team. Manage performance and development, providing specific, timely feedback and support for career development.
Play a key leadership role within the Human Resources organization in developing new or revised programs and people strategies collaboratively with HR Business Partners, Talent Acquisition, Talent Management, and HR Operations.
Provide oversight and support to global specialty and global reinsurance total rewards programs in the EU with majority based in the UK.
Provide SME support to the M&A team from a Total Rewards perspective.
Required Qualifications, Experience & Attributes
B.S. Degree in Human Resources, Business, Finance, or related field. Advanced degree in a related field or MBA is a plus.
15 years of progressive, hands-on Total Rewards/Compensation & Benefits experience from within comparable size and scale, publicly-traded companies with approximately five of those years being in a top Total Rewards leadership position. Global experience is a plus.
Experience leading Total Rewards within a large-scale business with similar workforce characteristics.
Direct hands-on experience in Executive Compensation with experience preparing and presenting all requisite Board of Director Compensation Committee materials for a public or privately held company. Public company experience highly preferred.
Experience designing, developing, communicating and implementing best-in-class Total Rewards strategies, programs and processes from the executive to hourly levels.
Strong leader and developer of a team.
Equally strong intellectual and emotional intelligence.
Outstanding communication skills – both written and verbal.
Outstanding analytical and systems skills.
Strong organizational skills, aka “completed staff work”: demonstrated ability to manage multiple tasks simultaneously with the ability to be flexible and agile, and able to react to shifting priorities to meet business needs. Demonstrated ability to meet tight deadlines and commitments.
Innovative thinker who is solutions oriented with an eye on the future.
Proven diverse stakeholder management and relationship building skills.
Proactive, self-motivated with a strong sense of ownership over the function. Ability to independently navigate a complex organization at all levels, particularly at the executive leadership level.
Leadership Style & Cultural Fit
Think end-to-end, connecting strategy to execution with clarity and precision.
Demonstrate horizon thinking, anticipating future trends and proactively shaping workforce strategies.
Lead with curiosity, agility, and resilience, navigating complexity with confidence.
Foster a culture of innovation, inclusion, and accountability, grounded in data and driven by purpose.
Build deep business partnerships, translating strategic priorities into transformative people solutions.
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:
-Equal Opportunity Employer/Sex/Race/Color/Veterans/Disability/Sexual Orientation/Gender Identity or Expression/Religion/Age
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