VP Sales & Incentive Compensation, Retirement Services

ROLE & RESPONSIBLITIES

• Annual planning process
• Provide guidance to senior and executive leadership on plan designs to accomplish desired objectives
• Model alternative designs for consideration in conjunction with finance
• Develop presentations to outline designs to CRBG Senior Management
• Shepherd proposed designs through risk reviews with HR, Legal, Compliance and ERM
• Budgeting / Forecasting
• Develop GOE budgets / forecasts for SIC plans from sales projections in coordination with field distribution and finance team
• Provide monthly accruals for SIC
• Conduct budget variance analysis
• Analyze SIC outcomes versus expectations to measure plan effectiveness; participate in third-party surveys (e.g., Market Metrics) to understand our competitive position with respect to other carriers
• Administration of Sales Incentive Compensation (SIC) plans
• Oversee / validate calculation of monthly SIC payments
• Oversee and ensure recoverable draws where applicable are being enforced
• Work with Distribution Management to derive payments under metric-based SIC components (BMIP) (monthly for IWs, quarterly for others)
• Determine awards under Top Performer LTI plan and Leaders Circle
• Communication with Distribution Management and HR Compensation teams
• Propose and model design changes in reaction to changing circumstances (e.g., market conditions, cross-channel programs, changes to sales outlook) and secure appropriate approvals to execute such changes
• Onboarding
• Work with Distribution Management and Talent Acquisition to design / model offers for new hires, who often receive customized terms (e.

g., draws / guarantees, bonuses, unique bps structures) based on experience and opportunity

• Oversight of administration of non-standard compensation agreements
• Oversee alignment of reporting produced by the customer intelligence and performance teams to ensure proper data elements and formulas are being used
• Audit reporting on a regular basis
• Team & Process management
• Manage team supporting compensation processes
• Ensure policies and procedures are current and tested on a frequent basis
• Develop and implement controls and monitoring systems that detect and prevent potential commission errors
• Identify key areas of risk and implement short, medium and long term solutions to mitigate such risk
• Re-design commission processes to ensure commissions are accurate and paid timely
• Analyze critical commission-related activities to ensure processes are performed as intended
• Ensure all requests are processed timely, accurately and consistently with value propositions and service models
• Governance & Reporting
• Support Chair of Conflicts of Interest & Compensation Committee with agenda, meeting materials and follow-up items
• Lead the Retirement Services Compensation Sub-Committee and ensure proper documentation of exception processing, job role changes and escalations / research items
• Responsible for producing executive level reporting for various senior and executive management meetings including but not limited to the VFA board and Corebridge Compensation Committee
• Ensure accurate monthly dashboards and steering committee reports documenting team's performance, improvement activities and current project milestones / health;

present to RS and Corebridge leadership on all aspects of these activities

• Deliver critical statistics and risk assessments to key stakeholders within Operational / Financial business units and senior management
• Ensure key stakeholders are well-informed of commission-related activities and risk across the Corebridge organization

SKILLS REQUIRED

• Series 7, 63 and 24 required
• Series 65 / 66 preferred, or ability to obtain within 90 days of hire
• Bachelor's degree in Business Administration, Finance, Analytics or other relevant focus area; Master's Degree preferred
• 15+ years' experience in Financial Services
• Must have knowledge in retail brokerage and advisory fee compensation concepts from a introducing broker-dealer and distribution perspective
• Must be detail-oriented, intuitive, innovative, and have the ability to handle a high volume of work independently and manage a team effectively
• Must have ability to effect change within their own team, the business unit and across the organization
• Must have effective communication skills with the ability to articulate concern(s), both written and verbal at every level of the organization
• Must be able to prepare strategic plans and presentations for executive and senior level management
• Must have skills to make sound, calculated recommendations based on risk appetite and goals of the firm
• Must have the ability to implement strategic priorities of the organization
• Ability to analyze large amounts of data and to think through complex issues

We are an Equal Opportunity Employer

Corebridge Financial, Inc., its subsidiaries and affiliates are committed to be an Equal Opportunity Employer and its policies and procedures reflect this commitment.

We provide equal opportunity to all qualified individuals regardless of race, color, religion, age, gender, gender expression, national origin, veteran status, disability or any other legally protected categories such as sexual orientation.

At Corebridge Financial, we believe that diversity and inclusion are critical to our future and our mission - creating a foundation for a creative workplace that leads to innovation, growth, and profitability.

Through a wide variety of programs and initiatives, we invest in each employee, seeking to ensure that our people are not only respected as individuals, but also truly valued for their unique perspectives.

To learn more please visit : www.corebridgefinancial.com

Corebridge Financial is committed to working with and providing reasonable accommodations to job applicants and employees with physical or mental disabilities.

If you believe you need a reasonable accommodation in order to search for a job opening or to complete any part of the application or hiring process, please send an email to TalentandI redacted .

Reasonable accommodations will be determined on a case-by-case basis.

Functional Area : OP - Operations

OP - Operations

Estimated Travel Percentage (%) : Up to 25%

Relocation Provided : No

American General Life Insurance Company