Overview: The Global Compensation Manager will support overseeing Talcott’s enterprise compensation strategy and various pay programs. Serving as a key member of the Human Resources leadership team, this management role will report to the Head of Total Rewards and HR Operations. This role will interact regularly with the CHRO and other senior executives to support the Compensation Committee of the Board of Directors, through the preparation of meeting materials and related advice and counsel. This Global Compensation Manager is a newly created position at Talcott, resulting from our rapid growth and strategic focus on talent attraction, retention, and integrated talent management. This role is hybrid, located in our Hartford, CT office. Primary Responsibilities: Leads the development, implementation, and administration of compensation programs, policies, and procedures. Manages common compensation functions, including survey participation, job evaluation, salary structure development, incentive plan design, pay program administration and other associated initiatives. Ensures that base pay, incentive pay and performance management programs remain competitive and conform to current compensation strategy. Directs data collection and analysis processes for market, pay equity, and other compensation studies. This includes directing the salary survey process and evaluates market data for executive positions as well.Ensures the internal equity and external competitiveness of the company's compensation elements through strategic monitoring of business conditions, legal requirements, and understanding of industry best practices.May partner with M&A teams in support of due diligence efforts and acquisition integration In addition, Talcott has identified the following deliverables to be achieved within the first 12-18 months:Design, develop and execute implementation of a retail compensation incentive planLead the full implementation of the organization’s new global short- and long-term incentive plan administration platformSupport the development of employee global mobility programs and systems to accelerate and support the talent management strategyParticipate in the build out and deployment of global HRIS system compensation module; andCreate and deliver a comprehensive and effective communication strategy for all total rewards programs. Collaborate with business leaders to ensure key organizational messages are integrated to optimize offerings, drive performance, attract and retain employees, and achieve desired outcomes. Qualifications: 7 years’ experience of relevant compensation experience, preferably in Insurance/Annuity, Banking or Financial Services industries.Bachelor's degree in a similar discipline is required. Successful track record of developing and implementing a best-in-class compensation programs within a fast-paced environment.Demonstrated leadership in effectively managing and building globally dispersed compensation, building out a new sales compensation structure.Experience presenting to senior management on compensation matters. Strong communication skills with the ability to effectively educate and inform all key stakeholder groups. Proven track record of conducting market pricing and competitive benchmarking to continuously evaluate global compensation programs and maintain a competitive position.Success in this role requires strategic and tactical innovation, strong leadership and partnership skills, strong technical skills, and a desire to understand and support the business. Additionally, a demonstrated ability to think strategically and understand business plans and goals, and to relate those plans to compensation and recognition strategies is essential. Track record of achieving goals through influencing, partnering and developing productive relationships with senior leadership and line managers across the business. This compensation leader will develop and will effectively communicate with team members across all locations. With an inclusive leadership style, this individual will value professional development for themselves and for others and will inspire team members to continually grow and learn. They will foster a culture of transparency, communication and teamwork, and will serve as a key leader within the broader human resources team and across Talcott. Compensation The annualized base pay range is mainly based on an evaluation of comparable positions in the external market. The actual base pay could vary and may be above or below the listed range. The base pay is based on factors including but not limited to experience, competence and demonstration of proficiencies essential for the role. The base pay is just one component of Talcott’s total annual compensation for employees. Other compensation may include annual bonuses, long-term incentives, and recognition. The annualized base pay range for this role is: $140,000 - $170,000 *Talcott Financial Group is an equal employment and affirmative action employer. All qualified applicants will receive consideration without regard to race, color, sex, religion, age, national origin, disability, veteran status, sexual orientation, gender identity or expression, marital status, ancestry or citizenship status, genetic information, pregnancy status or any other characteristic protected by law. Talcott Resolution maintains a drug-free workplace and is committed to building inclusion and leveraging diversity. For more information regarding our Privacy Policy, please go to https://talcott.com/onlineprivacypolicy/onlineprivacypolicy.html