AVP, Compensation

Fortitude Re•Jersey City, NJ

6d•Hybrid

About The Position

Fortitude Reinsurance Company Ltd. (Fortitude Re) is one of the world’s leading providers of legacy reinsurance solutions. They work with the world’s leading insurance companies to help them execute comprehensive, transformational solutions for legacy Life & Annuity and P&C lines. Fortitude Re manages a general account of approximately $111 billion across life, annuity, and property & casualty insurance products. The company takes a long-term view on growth and is proud to be backed by a consortium of sophisticated institutional investors led by The Carlyle Group and T&D Insurance Group. Incorporated under the laws of Bermuda on January 1, 2017, Fortitude Re’s roots in the insurance industry and the experience of their leadership go back many decades. Fortitude Re’s leadership team has an average industry tenure of over 20 years, and an impressive track record of successfully managing the most complex legacy liabilities. Their deep insurance experience and proprietary risk modeling capabilities allow them to structure bespoke transactions that benefit both insurance companies and their policyholders. Fortitude Re continues to strengthen its ability to pursue further growth and provide innovative solutions for the global insurance industry. Click here for more information about Fortitude Re. The AVP, Compensation is a key member of the Total Rewards team, responsible for leading the design, governance, and delivery of Fortitude’s compensation programs. In partnership with the SVP, Total Rewards, this role drives the execution of the company’s compensation strategy as a component of the overall Total Rewards’ strategy, ensuring alignment with business priorities, talent objectives, and market competitiveness. The AVP will oversee core compensation functions including annual compensation planning, incentive and equity programs, and pay equity analysis. This role serves as an advisor to partners cross-functionally to enable consistent, data-driven, and equitable pay decisions across the organization.

Requirements

7–10+ years of progressive experience in compensation, including program design and governance
Strong expertise in broad-based compensation, including base, incentive, and equity programs
Experience leading enterprise job architecture and leveling frameworks, including salary structure design, governance, and organizational enablement
Familiarity with emerging technologies, including AI-driven tools and analytics, and the ability to leverage them to enhance compensation insights, decision-making, and process efficiency
Demonstrated ability to lead enterprise compensation cycles and influence stakeholders
Strong analytical capability with the ability to translate data into business insights and recommendations
Working knowledge of compensation regulations, including pay equity and pay transparency
Experience with HRIS and compensation tools (e.g., Workday)
Proven ability to lead cross-functional initiatives and manage competing priorities in a fast-paced environment
Excellent communication, organizational, and project management skills with the ability to translate complex technical information for general audiences.
Demonstrated ability to collaborate with cross-functional teams
Bachelor’s degree or equivalent professional experience preferred

Nice To Haves

advanced degree or relevant certifications (such as CCP) a plus

Responsibilities

Compensation Strategy & Program Governance Partner with the SVP, Total Rewards to operationalize and evolve the company’s compensation philosophy and strategy
Play a leading role in the governance and continuous improvement of compensation programs, including base salary structures, incentive plans, and equity programs
Establish and maintain frameworks, guidelines, and controls to support consistent and effective pay decisions
Ensure integration with benefits, well-being, and overall employee value proposition
Stakeholder Advisory & Cross-Functional Leadership Act as consultant to People Partners, Talent Acquisition, and management on compensation matters, including the total rewards strategy, compensation philosophy, market benchmarking, internal equity, policies, procedures.
Influence decision-making through data-driven insights and a strong understanding of business priorities
Annual Compensation Cycle Management Responsible for the end-to-end management of annual compensation cycle, including salary increase, bonus, and equity planning
Oversee tools, modeling, and processes to enable efficient and effective decision-making
Establish and lead compensation communication and education strategies that embed understanding of the company’s compensation philosophy and enable consistent application of compensation practices across the organization
Ensure clear communication and enablement for People Partners and business leaders
Equity Program Oversight Oversee the administration and governance of equity programs, ensuring effective execution and alignment with total rewards strategy
Own the relationship with the company’s third-party equity administration vendor, including oversight of day-to-day operations, service delivery and process effectiveness
Partner with Accounting to support equity related reporting, expense management and compliance requirements
Contribute to the evolution of equity programs and practices in line with business needs
Develop and deliver training and educational materials to enhance participant understanding of equity program and support informed decision-making
Market Intelligence & Analytics Lead the organization’s approach to market benchmarking and compensation analytics
Translate external market data and internal insights into actionable recommendations
Develop scalable reporting and tools to support ongoing decision-making
Pay Review & Compliance Lead pay review analyses and partner with the SVP, Total Rewards on remediation strategies
Ensure compliance with compensation-related regulations, including pay transparency requirements
Partner with People & Culture Partners and Legal to proactively manage risk and uphold equitable pay practices