HORACE MANN EDUCATORS CORP /DE/

As of December 31, 2025, Horace Mann had approximately 1,800 employees located in Springfield, Illinois; Dallas, Texas; Madison, Wisconsin; Cherry Hill, New Jersey; and throughout the United States as part of our remote workforce.

Human Capital Oversight

Our Board of Directors, through its Compensation Committee, oversees our human capital management strategy. Our Chief Administrative Officer has executive responsibility for human capital management and regularly reports to senior management and the Board on matters including talent acquisition and retention, workforce planning, compensation, employee engagement, and succession planning.

We are committed to maintaining a workplace grounded in ethical conduct, inclusion, and accountability. Our Code of Conduct and related policies establish expectations for employee behavior and compliance across the organization.

Talent Strategy and Development

We seek to attract, develop, and retain employees with the skills and capabilities needed to support our long-term strategy. Our talent management approach includes workforce planning, leadership development, performance management, and succession planning.

We provide employees with opportunities for professional growth through structured development programs, training resources, and leadership development initiatives. Employees participate in a performance management process designed to align individual objectives with company goals and reinforce accountability and performance.

Total Rewards

Our Total Rewards strategy is designed to attract and retain talent by offering competitive compensation and benefits. Employees are eligible for base pay, performance-based incentive compensation, and merit increases aligned with individual and company performance.

We offer a range of benefits, including health coverage, retirement savings plans, and wellness resources, consistent with market practices. We maintain a hybrid workforce model that supports flexibility while enabling collaboration and productivity.

Workforce Planning

In December 2025, we announced a voluntary Early Retirement Offering as part of disciplined workforce planning efforts aligned with our long-term business strategy. Eligibility for the program was based on age and years of service. The program was voluntary and designed to provide eligible employees with enhanced benefits as they consider retirement or other life transitions. As of December 31, 2025, no liability has been recognized, as employee acceptance and associated obligations will occur in 2026.