Assistant Vice President, Head Of Benefits 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 Assistant Vice President, Head of Benefits is responsible for developing and executing a comprehensive global benefits strategy that supports the organization's talent, business, and financial objectives. This leader will align programs and vendor partnerships to that strategy while driving innovation across health, wellness, and retirement programs and enhancing the employee experience through modern technology, AI-enabled solutions, data analytics, and process simplification. The AVP, Head of Benefits, serves as a strategic advisor to senior leadership, balancing employee needs, market competitiveness, operational efficiency, regulatory compliance, and financial stewardship. In this role, the AVP, Head of Benefits will lead the design, governance, administration, communication, and continuous evolution of benefit programs while fostering a culture of innovation and continuous improvement. The AVP, Head of Benefits will report to the Head of Total Rewards, and will be based in our Hartford, CT or Chicago, IL office; candidates based in other locations may also be considered.
Responsibilities
Benefits Strategy & Leadership:
Develop and execute a forward-looking global benefits strategy aligned with business priorities, workforce needs, and Total Rewards objectives, anticipating emerging workforce trends and evolving employee expectations to create innovative and differentiated offerings. Lead benefits-related due diligence, risk assessment, integration planning, and employee transition activities for mergers, acquisitions, divestitures, and other strategic transactions. Lead a high-performing team, helping to clarify priorities, align resources to the work, and cultivate a culture of accountability, innovation, inclusion, and continuous development.
Employee Experience & Innovation:
Champion a consumer-grade employee experience including communications and training that makes benefits easy to understand, access, and use. Leverage employee feedback, analytics, and market insights to continuously enhance program effectiveness and keep stakeholders well-informed. Drive thoughtful, innovative approaches to benefits delivery, including the use of AI and emerging technologies, which strengthen the employee experience, attraction, retention, and workforce performance.
Governance, Compliance & Risk Management:
Ensure compliance with all applicable federal, state, and local regulations.
Serve as a fiduciary leader overseeing plan governance, audits, filings, vendor compliance, and regulatory reporting.
Lead or support governance committees, including the preparation of committee materials, and ensure benefit plans are administered in accordance with plan documents and regulatory requirements.
Maintain strong controls and operational discipline while balancing innovation and employee experience objectives.
Financial Ownership & Vendor Strategy:
Manage multimillion-dollar benefits budgets and ensure effective stewardship of company and employee investments.
Develop long-term strategies to improve cost effectiveness while maintaining competitive and meaningful benefits offerings.
Lead vendor strategy, selection, negotiation, performance management, and governance processes, ensuring partnerships support the broader benefits strategy.
Data & Insights:
Establish metrics and dashboards to measure program effectiveness, employee engagement, vendor performance, and financial outcomes.
Translate complex data into actionable recommendations for executive leadership and governance committees.
Monitor market trends and benchmark practices to maintain a competitive benefits portfolio.
Qualifications:
15+ years of progressive benefits leadership experience at a public company or large organization with 10K+ employees, including responsibility for health, welfare, and retirement programs.
Demonstrated success developing and executing enterprise-wide benefits strategies.
Proven ability to lead large-scale benefits transformations, technology implementations, and vendor management initiatives.
Track record of leading benefits programs within a large, complex organization; international benefits experience is a plus.
Demonstrated experience leading benefits due diligence, integration planning, and workforce transition activities in mergers, acquisitions, divestitures, or other corporate transactions.
Deep knowledge of employee benefits regulations, compliance requirements, and governance practices.
Proven success managing significant budgets and complex vendor relationships.
Demonstrated ability to leverage AI, automation, analytics, and digital technologies within Human Resources or Benefits functions.
Background supporting a publicly traded organization or other large, complex employer and operating within a complex governance environment.
Track record of partnering with HR technology, IT, data, privacy, and vendors to evaluate and implement emerging technologies and AI that improve employee support, decision-making, personalization, and operational efficiency.
Bachelor's degree or equivalent work experience.
Willingness to travel up to 10%, with heavier travel expected during the first year in role for candidates not based in our Hartford, CT Home Office.
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:$184,000 - $276,000 Equal Opportunity Employer/Sex/Race/Color/Veterans/Disability/Sexual Orientation/Gender Identity or Expression/Religion/Age
