Director Enabling Functions

Position: Director, Compensation - Enabling Functions
## Director, Compensation - Enabling Functions Apply locations:
Hartford, CTtime type:
Full time posted on:
Posted Todayjob requisition :
R2625567

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.
** 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 - $213,600
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