HORACE MANN EDUCATORS CORP DE

Horace Mann has approximately 1,700 employees that work in four offices across the United States, including Springfield, Ill., Dallas, Tx., Madison, Wisc., and Cherry Hill, N.J., and throughout the country as part of our remote workforce.

Human Capital Oversight

We maintain policies and practices to attract top talent, maintain high levels of employee engagement, and increase retention. A few of our key organizational policies include our Code of Conduct, Diversity, Equity, and Inclusion (DEI) Strategy Statement, and Human Rights Statement.

The Board of Directors' Compensation Committee oversees human capital management and DEI strategies. Our Chief Human Resources Officer (CHRO) is the Executive Officer directly responsible for Human Capital Management. The CHRO regularly engages with senior management and the Board of Directors to discuss topics involving talent acquisition, employee retention, employee engagement, total rewards, and development.

Our Culture

Horace Mann fosters an inclusive organizational culture for all our employees by focusing on talent attraction and retention, employee engagement, DEI education and cultural competence, community connections, and workforce development.

Talent Attraction and Retention

Our talent sourcing strategies, community partnerships, and campus outreach are strategically designed to build diverse pipelines of qualified candidate pools to meet our current and future workforce needs. We take a proactive approach to identifying, assessing, and engaging with candidates that have the potential to fill current and future roles within our organization.

Employee Engagement

We complete full, biennial employee engagement surveys as well as pulse surveys during the year to gauge employee feedback on our Total Rewards package, company culture, DEI, and organizational goals. We take appropriate actions to respond to the feedback collected. In 2022, 74% of employees participated in our employee engagement survey. Employees identified manager support and effectiveness, department collaboration, work flexibility, and inclusion as strengths. Areas where employees encouraged additional focus were total rewards enhancements, ensuring understanding and connection to our vision and strategy, and systems and change management processes. Our team designed action plans for each of these areas and activities continue toward improvement.

DEI Education

Our cross-functional DEI Council has two executive sponsors: our CHRO, and our Executive Vice President and General Counsel. The DEI Council efforts are led by our Vice President of Talent and Culture, who is guided by our DEI Strategy Statement and supported by our Code of Conduct, and Human Rights Statement.

Horace Mann maintains three employee resources groups, including Women’s Professional Network, Men’s Professional Network, and Allyship, our LGBTQA+ community and their allies. These groups focus on mentorship, inclusion, community support, and awareness.

For the past four years, Horace Mann was named to the Bloomberg Gender-Equality Index, which recognizes corporate commitment to transparency in gender reporting and advancing women’s equality. Employee demographic information is available in the Corporate Social Responsibility section of the Horace Mann website.

Community Connections

Many of our employees are active in their communities and are committed to charitable causes. To support employees and the causes important to them, the Horace Mann Educators Foundation matches employee donations up to $1,000 to qualified nonprofits annually.

Workforce Development

Employee training and development programs consist of instructor-led classes, peer-to-peer learning opportunities, and support for self-directed learning. We offer an intensive Emerging Leaders program to identify and develop future leaders. We also have a self-directed learning library of over 100 courses that employees can access to build their skills in customer service, performance improvement, leadership, and awareness of unconscious bias.

Employees and leaders follow a standard performance calendar that calls for quarterly discussions to benchmark progress and identify developmental opportunities and potential career paths.

Total Rewards Strategy

Our Total Rewards strategy is based on providing competitive compensation, comprehensive benefits, work/life flexibility, and robust employee training and development opportunities. All full- and part-time employees and employee agents who work a minimum of 20 hours per week are eligible for benefits, with no waiting period to access benefits. We continually evaluate our offerings against industry benchmarks and best practices to ensure our Total Rewards package helps to drive employee attraction and retention. We have no collective bargaining agreements with any employees.

Competitive Compensation

Horace Mann offers competitive salary and compensation packages. Every Horace Mann employee in good standing is eligible for an annual, company performance-based bonus and annual individual performance merit increases. We contribute three percent of every employee’s eligible earnings to their 401(k), regardless of their contribution status. We then match up to an additional five percent of each employee’s eligible earnings annually.

Comprehensive Benefits

We offer major medical coverage, group life and disability insurance, dental and vision insurance, and contribute up to $1,000 to employee health savings accounts annually.

Horace Mann provides mental and physical health resources and incentives to help support employee wellness, including wellness reimbursement. Employees can also reference additional free resources to support mental and physical well-being in the Wellness HUB on the Wellness page of our intranet.

Work/Life Flexibility

Under our hybrid workforce model, more than 70% of our employees have the opportunity to work remotely for all or a portion of their work week. This provides employees with increased flexibility to balance their personal and professional lives without sacrificing their productivity at work.