Company: HIG-PG
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0000874766-25-000040
Chunk: 3

Company: HARTFORD INSURANCE GROUP, INC.
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 3
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16.7%, respectively.

Highlighted below are year-over-year comparisons of our net income available to common stockholders and core earnings performance and our three-year net income ROE and core earnings ROE results. Core earnings is the primary determinant of our annual incentive plan ("AIP") funding, as described on page 40 , and average annual core earnings ROE over a three-year performance period is the metric used for two-thirds of performance shares granted to Senior Executives, as described on page 42 (in each case, as adjusted for compensation purposes).

* Denotes a non-GAAP financial measure. For definitions and reconciliations to the most directly comparable GAAP measure, see Appendix A .

† Net income ROE represents net income available to common stockholders ROE.

TOTAL SHAREHOLDER RETURN

The following chart shows The Hartford's total shareholder return ("TSR") relative to the 2024 Corporate Peer Group (provided on page 49 ), S&P 500 Insurance Composite, S&P P&C index and S&P 500.

Includes reinvestment of dividends.

COMPONENTS OF COMPENSATION AND PAY MIX

NEO compensation is heavily weighted toward variable compensation (including both annual and long-term incentives), where actual amounts earned may differ from target amounts based on company and individual performance. Each NEO has a target total compensation opportunity that is reviewed annually by the Compensation Committee (in the case of the CEO, by the independent directors) to ensure alignment with our compensation objectives and market practice.

| 2025 Proxy Statement |     | 7 |

| PROXY SUMMARY |

| Compensation Component   |     | Description                                                                                                                                                                                                           |
| Base Salary              |     | •Fixed level of cash compensation based on market data, internal pay equity, experience, responsibility, expertise and performance                                                                                    |
| Annual Incentive Plan    |     | •Variable cash award based primarily on annual company operating performance against a predetermined financial target and achievement of individual performance goals aligned with the company's strategic priorities |
| Long-Term Incentive Plan |     | •Variable awards granted based on individual performance and market data.                                                                                                                                             
 •Designed to drive long-term performance, align senior executive interests with shareholders, and foster retention.                                                                                                   
 •Award mix (75% performance shares and 25% stock options) rewards stock price performance, peer-relative shareholder returns (stock price and dividends) and operating performance.                                   |

Approximately 93% of CEO target annual compensation and approximately 80% of other NEO target annual compensation are variable based on performance, including stock