Head of Compensation and Benefits

Key Responsibilities Compensation Strategy & Governance Develop and lead the enterprise-wide compensation strategy covering fixed pay, variable pay, short- and long-term incentives, and sales/commission-based structures. Ensure compensation programs support business growth, underwriting profitability, agency performance, and talent retention. Establish governance frameworks, policies, and approval matrices for compensation-related decisions. Market Benchmarking & Analytics Oversee market pricing and benchmarking using reputable insurance and financial services surveys. Conduct pay competitiveness, equity, and compression analyses across corporate, technical, actuarial, underwriting, claims, and sales roles. Provide data-driven insights and recommendations to senior leadership and HR business partners. Incentives, Sales & Variable Pay Design and manage incentive programs for corporate functions, executive leadership, and sales/agency channels. Ensure commission and incentive plans align with performance metrics, risk appetite, and regulatory standards. Review incentive outcomes and effectiveness to ensure sustainability and fairness. Executive & Board Compensation Support executive compensation design, including annual incentive plans, long-term incentives, and retention programs. Prepare compensation materials, analyses, and recommendations for the Board and relevant committees. Ensure executive pay structures align with governance best practices and shareholder expectations. Job Architecture & Pay Structures Lead job evaluation, grading, and salary structure development across the organization. Maintain clear job architecture and career frameworks to support workforce planning and progression. Ensure internal equity and consistency across business units and roles. Compliance & Risk Management Ensure compliance with local labor laws, insurance regulations, and governance requirements related to compensation. Partner with Risk, Legal, and Compliance teams to manage compensation-related risks. Support regulatory audits and internal reviews involving compensation practices. Qualifications & Experience Bachelors degree in Human Resources, Finance, Economics, Business, or a related field; Masters degree preferred. Minimum of 10–15 years of progressive compensation or total rewards experience, with strong exposure to the insurance or financial services industry . Proven experience designing incentive and commission structures within regulated environments. Strong analytical skills with experience in compensation modeling and financial impact analysis.