How AIG Pays
An analytical A0–A9 ladder reconstructed from official postings and visa filings, with performance share units, restricted stock units and stock options concentrated at senior leadership, $32.46M in latest proxy CEO pay at a 346:1 ratio, and 21 markets and 51 FY2025 H-1B records covered.
Band Hierarchy
AIG confirms that employees sit in job grades and that incentive targets are informed by grade, business, local market, scope and experience, but it publishes neither the grade names nor their salary ranges. The A0 to A9 ladder below is an analytical crosswalk built from public titles, official postings and visa filings. Only the executive vice president, chief executive, executive chairman and independent director rows carry an AIG disclosure.
Professional ladder — A0 through A3
Management and leadership ladder — A4 through A7
Executive and board — A8 through A9
Disclosed executive layer
Track divergence
Hierarchy qualifications and legacy structures
- AIG publicly uses titles such as Analyst, Underwriter, Manager, Director, Assistant Vice President, Vice President, Senior Vice President and Executive Vice President, and its filings refer to job grades for incentive targeting, but it has never published a mapping of grades to titles or ranges.
- Assistant Vice President spans more than one compensation tier. Official postings and labour condition applications show AVP I, AVP II and technical-lead variants, so it should not be treated as a single global grade.
- Vice President is common across financial services and often maps to director or senior-director scope at non-financial peers, while Senior Vice President and Managing Director generally indicate materially broader business ownership.
- AIG states in the 2026 proxy that it is modernising its job and career architecture toward a simpler and more globally consistent model, so any legacy title-to-grade reading may age quickly and no completed crosswalk is public.
- Legacy acquired businesses and local legal entities retain distinct titles. Tata AIG General Insurance in Mumbai is a separate employer with its own grades, its own stock scheme and Indian regulatory constraints, and must not be merged into AIG parent data.
- The independent director row is a governance retainer package, not an employment band, and is excluded from the range chart.
Peer-level mapping
| Band | Archetype | Peer mapping | Caveat |
|---|---|---|---|
| A0 | Intern / Trainee | Graduate and apprenticeship intake at Chubb, Travelers, Allstate and The Hartford | AIG publishes no global grade catalogue, so the A0 to A9 ladder is an analytical crosswalk built from titles rather than AIG nomenclature.New York graduate and trainee postings; no direct AIG intern salary observation was located, so the row is a modeled floor beneath the A1 anchor. |
| A1 | Assistant / Associate / Analyst I | Entry professional tier across the large United States property and casualty carriers | Insurance titles are entity-specific and legacy acquired businesses retain their own labels, so a title match is not a grade match.New York Glassdoor analyst submissions at $89,000 to $129,000 total pay and entry-level Workday postings, trimmed to the base-only median. |
| A2 | Analyst II / Underwriter II / Engineer I | Experienced professional tier; roughly a second-year underwriter or actuarial analyst elsewhere | Technical individual contributor and people-management tracks share compensation bands from A4 upward, so title prestige diverges from pay earlier than the ladder suggests.Official AIG posting range of $75,000 to $95,000 for Underwriter II in New York, cross-checked against 114 Glassdoor underwriter submissions. |
| A3 | Senior Professional | Senior professional tier; senior underwriter or senior actuarial analyst at peer carriers | AIG says it is modernising its job and career architecture toward a simpler global model, so any title-to-grade reading can age quickly.Official postings for Senior Underwriter at $90,000 to $112,000 and Complex Claims Director at $112,000 to $140,000, plus FY2025 labour condition applications in the same band. |
| A4 | Lead / Principal / Manager | Lead or first-line manager tier at Chubb, Travelers and The Hartford | The management row is a crosswalk, not an AIG grade. A technical lead and a people manager can sit on the same compensation band.New York Glassdoor manager submissions at $116,000 to $177,000 total pay, calibrated to the base-only midpoint; equity is a modeled discretionary allowance, not a disclosed grant. |
| A5 | Senior Manager / Director / AVP I | Director or first executive tier in financial services | Assistant Vice President spans more than one compensation tier at AIG; postings and visa records show both AVP I and AVP II variants, so it should not be read as one grade.New York Glassdoor director submissions at $187,000 to $261,000 total pay and an Assistant Vice President II labour condition application at $153,046 in Jersey City. |
| A6 | AVP II / Vice President / Technical Director | Vice president or senior director; in insurance this usually sits below corporate officer status | Vice President in insurance often maps to director scope in technology peers, so a straight title comparison overstates AIG seniority.151 New York vice-president submissions showing about $212,000 median base, $53,000 bonus and $61,000 stock, plus an official AVP Excess Claims posting at $175,000 to $225,000. |
| A7 | SVP / Managing Director / Regional Head | Senior vice president or managing director at a large property and casualty carrier | No AIG compensation table exists for this layer. The row bridges observed vice-president pay and disclosed named-executive pay, and the equity component is the swing factor.Modeled from the gap between the vice-president observations and the named-executive disclosures; the equity midpoint uses the bundle's $250,000 to $3.0 million senior-leadership grant band. |
| A8 | EVP / Business CEO / Chief Functional Officer | C-suite and enterprise officer tier at Chubb, Travelers, Allstate and The Hartford | This is a modeled envelope for the whole executive vice president population, not a range for any individual. Only named executives have a disclosed table.Modeled around the disclosed named-executive salaries and target long-term incentives of $2.0 million to $2.933 million, widened to the full executive vice president population. |
| NEO | Named executive officer average, 2025 | Section 16 officers at the large United States property and casualty carriers | Averages of the four non-chief-executive named officers in the 2025 Summary Compensation Table; equity is grant-date accounting value, not realized pay.2026 proxy Summary Compensation Table for Keith Walsh, Rose Marie Glazer, Jonathan Hancock and Claude Wade; the cash column includes Walsh's $1.25 million bonus alongside the annual incentive. |
| A9 | President and Chief Executive Officer, target | Group chief executives at Chubb, Travelers, Allstate and The Hartford | Forward target direct compensation for Eric Andersen, not a Summary Compensation Table total, and therefore not comparable with the 2025 proxy figure.January 2026 CEO-succession Form 8-K and the 2026 proxy: $1.5 million salary, $4.0 million target short-term incentive and $12.5 million target 2027 long-term incentive. |
| CEO25 | Chairman and Chief Executive Officer, 2025 proxy | Evan Greenberg at Chubb, Alan Schnitzer at Travelers, Tom Wilson at Allstate | Grant-date accounting value for equity plus a cash incentive paid at the 200 percent cap; peer totals differ by pension-value change and fiscal timing.2026 proxy Summary Compensation Table: $14.085 million stock awards, $4.375 million option awards, $12.0 million non-equity incentive and $500,200 of other compensation. |
| EChair | Executive Chairman, target | Executive chair arrangements at large United States insurers | A transition package agreed in the succession arrangement rather than a standing pay band for the role.January 2026 CEO-succession Form 8-K: $1.5 million salary, $6.0 million target short-term incentive and $7.5 million target 2027 long-term incentive. |
| Board | Independent Director | Large-cap United States insurance and financial-services boards | A governance retainer package, not an employment band, and AIG pays no director compensation to employee directors.2026 proxy director compensation table: a $125,000 annual cash retainer plus a $185,000 annual deferred stock unit award, before committee and leadership retainers. |
Critical evidence warning
AIG does not publish salary ranges, band minimums or midpoints for ordinary employees, and no global rating scale, merit matrix or promotion cadence is public. Every non-executive figure here is a third-party observation or a calibrated model around one, and should be used for orientation rather than quoted as an AIG pay band or an offer.
Compensation by Band — New York
Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus New York. Total equals base plus bonus plus annualized equity.
| Band | Title | Base | Variable | Total TC | Equity |
|---|---|---|---|---|---|
| A0 | Intern / Trainee 0–1 years · modeled | $55K – $75K | 2.5% | $67K $57K – $77K | — |
| A1 | Assistant / Associate / Analyst I 0–2 years · reported | $68K – $92K | 5% | $84K $71K – $97K | — |
| A2 | Analyst II / Underwriter II / Engineer I 2–4 years · reported | $81K – $109K | 7.5% | $102K $87K – $117K | — |
| A3 | Senior Professional 4–7 years · reported | $100K – $135K | 10% | $129K $110K – $149K | — |
| A4 | Lead / Principal / Manager 6–10 years · reported | $121K – $164K | 12.5% | $165K $141K – $190K | $5K |
| A5 | Senior Manager / Director / AVP I 8–13 years · reported | $153K – $207K | 17.5% | $237K $201K – $272K | $25K |
| A6 | AVP II / Vice President / Technical Director 10–16 years · reported | $202K – $273K | 30% | $446K $379K – $513K | $138K |
| A7 | SVP / Managing Director / Regional Head 14–20 years · modeled | $289K – $391K | 50% | $2.13M $1.81M – $2.46M | $1.63M |
| A8 | EVP / Business CEO / Chief Functional Officer 18+ years · modeled | $999K – $1.35M | 175% | $7.98M $6.78M – $9.18M | $4.75M |
| NEO | Named executive officer average, 2025 20+ years · verified | $868K – $1.17M | 347% | $7.23M $6.14M – $8.31M | $2.57M |
| A9 | President and Chief Executive Officer, target 20+ years · verified | $1.27M – $1.73M | 266.7% | $18.00M $15.30M – $20.70M | $12.50M |
| CEO25 | Chairman and Chief Executive Officer, 2025 proxy 25+ years · verified | $1.27M – $1.73M | 800% | $32.46M $27.59M – $37.33M | $18.46M |
| EChair | Executive Chairman, target 25+ years · verified | $1.27M – $1.73M | 400% | $15.00M $12.75M – $17.25M | $7.50M |
| Board | Independent Director Senior executive or board background · verified | $106K – $144K | — | $310K $264K – $357K | $185K |
Total Compensation Range by Band
Total compensation in New York across the employee bands. Proxy-disclosed executive cohorts are excluded so the employee bands stay readable.
Global Footprint & Pay Arbitrage
AIG reported approximately 22,100 employees across roughly 45 countries at 31 December 2025, split 27 percent North America, 47 percent Asia-Pacific and 26 percent Europe, Middle East, Africa and Latin America. New York is the pay anchor and the only market with a deep official posting and visa record; every other city is calibrated against the New York median.
Office and market catalogue — calibration factors versus New York
| Location | Likely office profile | Presence | Base | TC |
|---|---|---|---|---|
New York United States · USD | Global headquarters, executive, underwriting, claims, finance, legal and technology | Official office directory | 1.00× | 1.00× |
Jersey City United States · USD | Technology, finance, operations and insurance functions | Official office directory | 0.95× | 0.94× |
Houston United States · USD | Client-facing underwriting, energy and specialty insurance | Official office directory | 0.88× | 0.88× |
Charlotte United States · USD | Technology, operations and finance hub | Official office directory | 0.84× | 0.83× |
Atlanta United States · USD | Technology, operations and corporate functions | Official office directory | 0.82× | 0.81× |
Toronto Canada · CAD | Canadian commercial and specialty insurance | Official office directory | 0.64× | 0.64× |
London United Kingdom · GBP | International commercial insurance and London-market leadership | Official office directory | 0.60× | 0.60× |
Croydon United Kingdom · GBP | United Kingdom operations, claims and support | Official office directory | 0.55× | 0.54× |
Dublin Ireland · EUR | European insurance, treasury, analytics and operations | Official office directory | 0.57× | 0.58× |
Sydney Australia · AUD | Australia head office; underwriting, claims, actuarial and corporate functions | Official office directory | 0.72× | 0.71× |
Melbourne Australia · AUD | Client-facing underwriting, claims and support at the Docklands office | Official office directory | 0.68× | 0.68× |
Auckland New Zealand · NZD | New Zealand head office and client-facing insurance market | Official office directory | 0.60× | 0.60× |
Tokyo Japan · JPY | Japan insurance operations and regional specialty lines | Regional coverage | 0.41× | 0.41× |
Singapore Singapore · SGD | Asia-Pacific regional and specialty-insurance hub | Official office directory | 0.59× | 0.59× |
Hong Kong Hong Kong · HKD | Greater China commercial and specialty insurance | Regional coverage | 0.43× | 0.43× |
Kuala Lumpur Malaysia · MYR | Insurance operations and shared services | Regional coverage | 0.16× | 0.16× |
Manila Philippines · PHP | Shared services, technology and operations | Regional coverage | 0.09× | 0.09× |
Bangalore India · INR | Technology, analytics, operations and shared services | Regional coverage | 0.09× | 0.09× |
Kolkata India · INR | Operations and support functions | Regional coverage | 0.08× | 0.08× |
Mumbai India · INR | Tata AIG General Insurance joint venture; a legally separate employer | Joint-venture entity | 0.10× | 0.10× |
Dubai United Arab Emirates · AED | Middle East commercial, multinational and specialty insurance | Official office directory | 0.52× | 0.52× |
AIG does not publish city-level headcount, so this catalogue does not rank offices by employee count. The 2025 Form 10-K discloses regional percentages only. New York is the global headquarters; London, Singapore, Sydney and Tokyo are major client-facing markets; and Bangalore, Kolkata, Manila, Kuala Lumpur, Charlotte, Atlanta and Jersey City carry material technology and operations activity.
New York anchor medians — the basis of every modeled cell
| Band | Base | Stock | Bonus | Other | Total |
|---|---|---|---|---|---|
| A1 | $80K | $0 | $4K | — | $84K |
| A2 | $95K | $0 | $7K | — | $102K |
| A3 | $118K | $0 | $12K | — | $129K |
| A4 | $143K | $5K | $18K | — | $165K |
| A5 | $180K | $25K | $32K | — | $237K |
| A6 | $238K | $138K | $71K | — | $446K |
| NEO | $1.02M | $2.57M | $3.54M | $90K | $7.23M |
| A9 | $1.50M | $12.50M | $4.00M | — | $18.00M |
| CEO25 | $1.50M | $18.46M | $12.00M | $500K | $32.46M |
| EChair | $1.50M | $7.50M | $6.00M | — | $15.00M |
| Board | $125K | $185K | $0 | — | $310K |
- The New York column is the anchor. A2 and A3 come from official AIG job postings, A1, A4, A5 and A6 from large Glassdoor samples for analyst, manager, director and vice president, and every band is cross-checked against FY2025 labour condition applications.
- A0 and A7 carry no direct observation. A0 is a modeled floor beneath the A1 anchor and A7 bridges the gap between observed vice-president pay and the disclosed named-executive tables.
- Bangalore total compensation runs at roughly 9 percent of the New York anchor at A0 and converges toward the anchor at the senior bands, because AIG parent equity is granted in United States dollars and does not compress with the local salary market.
- Mumbai is Tata AIG General Insurance, a separate Indian joint venture with its own grades and its own unlisted stock scheme. Its executive row in the source bundle is overridden with disclosed Tata AIG figures rather than AIG parent values, and it is excluded from the location fit at the executive band.
- The named executive, chief executive, executive chairman and independent director rows are proxy disclosures converted for comparison only. They are global executive values, not a local pay range in any selected city.
Model rules
- Every modeled cell is the New York median multiplied by the city base or total factor and then by the 25 August 2026 foreign-exchange snapshot.
- A total compensation cell is base plus target annual incentive plus annualised equity. The source bundle also added a country benefit load of 10 to 18 percent of base; this report strips that load so that totals reconcile to base plus bonus plus equity and stay comparable with the rest of the library.
- Base and total factors are fitted separately, and most non-United States markets carry a junior factor and a senior factor because geographic compression is strongly level-dependent here.
- Total compensation converges on the New York anchor faster than base pay at senior levels because AIG parent equity is dollar-denominated. The linear location model reproduces that convergence directionally; at the senior vice president band the source bundle's own offshore totals run higher still.
- Sign-on payments, buy-out awards, relocation, expatriate allowances and tax equalisation are excluded. Temporary onsite assignment packages are not publicly disclosed and must not be read off a host-country base salary.
- Where no direct city observation exists, the cell is marked modeled and should be treated as a planning envelope rather than a benchmark.
Variable Pay & Annual Cash Incentive
AIG discloses its executive annual short-term incentive plan in detail and publishes nothing about the employee bonus grid. The formula, the company score, the metrics and the named-executive outcomes below are company disclosures; the band targets are modeled from the executive design and market practice.
| Band | Target | Mechanism | Recent payout |
|---|---|---|---|
A0 Intern / Trainee | 2.5% of base | Annual cash or a local recognition plan; some roles carry no target at all. | Not publicly disclosed |
A1 Assistant / Associate / Analyst I | 5% of base | Annual cash or a local recognition plan; some roles carry no target at all. | Not publicly disclosed |
A2 Analyst II / Underwriter II / Engineer I | 7.5% of base | Annual cash short-term incentive. | Not publicly disclosed |
A3 Senior Professional | 10% of base | Annual cash short-term incentive. | Not publicly disclosed |
A4 Lead / Principal / Manager | 12.5% of base | Annual cash short-term incentive with a team delivery component. | Not publicly disclosed |
A5 Senior Manager / Director / AVP I | 17.5% of base | Annual cash short-term incentive with a team delivery component. | Not publicly disclosed |
A6 AVP II / Vice President / Technical Director | 30% of base | Annual cash short-term incentive weighted toward business-unit results. | Not publicly disclosed |
A7 SVP / Managing Director / Regional Head | 50% of base | Annual cash short-term incentive plus a material equity long-term incentive. | Not publicly disclosed |
A8 EVP / Business CEO / Chief Functional Officer | 100% to 250% of base, 175% at target | Target short-term incentive multiplied by the company performance score and the individual performance score, capped at 200 percent of target. | 173% to 200% of target for 2025, averaging 186% |
A9 President and Chief Executive Officer | 266.7% of base, a $4.0M target | Target short-term incentive multiplied by the company performance score and the individual performance score, capped at 200 percent of target. | The predecessor chief executive was paid 200% of target for 2025 |
Executive incentive targets — percent of salary
Named-executive outcomes
| Executive | Target | Paid | Attainment |
|---|---|---|---|
| Peter Zaffino | $6,000,000 | $12,000,000 | 200% of target |
| Keith Walsh | $1,500,000 | $2,600,000 | 173% of target |
| Rose Marie Glazer | $1,500,000 | $3,000,000 | 200% of target |
| Jonathan Hancock | $2,122,711 | $3,778,426 | 178% of target |
| Claude Wade | $2,000,000 | $3,550,000 | 178% of target |
Employee payout timing and history
AIG publishes no bonus-target grid by grade and no company-wide payout history. The 133 percent company score and the 173 to 200 percent named-executive payouts apply to the executive plan only and must not be read as a workforce multiplier. Prior years show the same pattern: a 147 percent company score with 144 to 200 percent executive payouts for 2023 and a 143 percent score with 143 to 200 percent payouts for 2024. The band targets shown here are modeled from the executive design and market practice.
Sales and special incentives
Employees assigned to a sales or specialised variable-incentive plan are excluded from the annual short-term incentive plan, and AIG publishes no commission schedules, quota structures, accelerators or draw arrangements. Spot, referral and deal bonuses have no public global schedule either. Sales roles in the model therefore carry the same modeled targets as their band peers, which will understate on-target earnings for quota-carrying producers.
Equity — RSUs, PSUs, Options & ESPP
Two legally different equity systems matter here. AIG parent awards are performance share units, restricted stock units and options over NYSE-listed AIG common stock under the 2021 Omnibus Incentive Plan. Tata AIG options are over shares of an unlisted Indian joint venture and do not track AIG's share price. There is no evidence of a broad all-employee stock purchase plan on either side.
- A meaningful utilisation rate cannot be calculated from the remaining balance alone. The reserve includes roll-forwards from the 2013 Plan and share-counting rules, and forfeitures can return shares, so no single reliable denominator exists. This report does not publish a guessed percentage.
- At 31 December 2025, 9,202,463 securities were associated with outstanding plan awards and the weighted-average exercise price on outstanding options was $66.66, below the $76.61 share price observed on 25 August 2026.
- The 20,233,609 available shares are worth roughly $1.55 billion at $76.61 a share. That is a market-value illustration only: it ignores award type, exercise price, performance probability, forfeiture and accounting valuation, and it is not a committed grant budget.
- Tata AIG's option pool must not be added to the AIG reserve. It is a different issuer, a different currency and an unlisted share with no public trading market.
Equity plan capacity and grant activity
Vesting — common reported employee schedule
Annual restricted stock units and options vest in equal thirds on the first three grant anniversaries. Options are struck at the closing share price on the grant date and run for ten years. Performance share units use a three-year performance period and settle in a single instalment on certification, at 0 to 200 percent of target. Dividend-equivalent rights on restricted stock units accrue in cash and are paid only if the units vest. Eric Andersen's $12.5 million buy-out award is 100 percent restricted stock units cliff vesting on the third anniversary of grant.
Eligibility by hierarchy level
- No public source identifies a minimum AIG grade for equity. The long-term incentive note describes awards to certain employees including senior executive officers and other highly compensated employees, and says performance share unit participants are usually senior management.
- The model therefore assigns no routine parent-company equity through A3, only exceptional or discretionary awards at A4 and A5, selective grants at A6, and regular annual equity at A7 and above. Everything below A7 is a modelling assumption and must not be presented as policy.
- Modeled annual grant bands are $0 to $10,000 at A4, $0 to $50,000 at A5, $25,000 to $250,000 at A6, $250,000 to $3.0 million at A7 and $2.0 million to $7.5 million at A8. Only the A8 and A9 anchors are grounded in disclosed executive values.
- New York vice-president salary submissions do show roughly $61,000 of median stock alongside base and bonus, which supports equity reaching that layer in practice, but it does not establish universal vice-president eligibility.
- On the Tata AIG side, the joint venture's managing director and chief executive is expressly required to take a stock-linked component under IRDAI rules: at least 50 percent stock-linked where variable pay is up to 200 percent of fixed pay and at least 70 percent above that. Grade eligibility and ordinary-employee grant ranges are not public.
Indicative annual grant value by band — New York
| Band | Annual value (USD) | Median | Shares at $76.61 |
|---|---|---|---|
| A4 | $4K – $6K | $5K | ~49–82 |
| A5 | $19K – $31K | $25K | ~245–408 |
| A6 | $103K – $172K | $138K | ~1,346–2,244 |
| A7 | $1.22M – $2.03M | $1.63M | ~15,908–26,514 |
| A8 | $3.56M – $5.94M | $4.75M | ~46,502–77,503 |
| NEO | $1.93M – $3.21M | $2.57M | ~25,178–41,963 |
| A9 | $9.38M – $15.63M | $12.50M | ~122,373–203,955 |
| CEO25 | $13.84M – $23.07M | $18.46M | ~180,719–301,198 |
| EChair | $5.63M – $9.38M | $7.50M | ~73,424–122,373 |
| Board | $139K – $231K | $185K | ~1,811–3,019 |
Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $76.61 reference price at 25 August 2026 close and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.
Named executive target equity
| Executive | Target | Units / structure |
|---|---|---|
Peter Zaffino Chairman and Chief Executive Officer in 2025 | $17.5M target 2025 long-term incentive | 75 percent performance share units and 25 percent options. 173,335 target performance share units against a 346,670 maximum with a $14,084,855 grant-date value, plus 223,442 options at a $75.46 exercise price worth $4,374,994. His executive chair target long-term incentive is $7.5 million. |
Eric Andersen President and Chief Executive Officer | $12.5M target 2027 long-term incentive | 50 percent performance share units, 25 percent restricted stock units and 25 percent options. His 2026 annual award was $9.5 million and sits alongside a separate one-time $12.5 million restricted stock unit buy-out that cliff vests after three years. |
Keith Walsh Executive Vice President and Chief Financial Officer | $1.966M stock plus $0.625M options in 2025 | 50 percent performance share units, 25 percent restricted stock units and 25 percent options. 16,508 target performance share units against a 33,016 maximum worth $1,341,419, plus 31,920 options at $75.46. |
Jonathan Hancock Executive Vice President and Chief Executive Officer, General Insurance | $2.304M stock plus $0.733M options in 2025 | 50 percent performance share units, 25 percent restricted stock units and 25 percent options, with 37,445 options granted at $75.46 on 18 February 2025. |
Claude Wade Executive Vice President and Chief Digital Officer | $1.571M stock plus $0.500M options in 2025 | 50 percent performance share units, 25 percent restricted stock units and 25 percent options, with 25,536 options granted at $75.46 on 18 February 2025. |
Executive Compensation
AIG's compensation architecture is far more transparent at the top than below it. The 2026 proxy supplies exact salary, incentive, equity mix, vesting, metrics and outcomes for named executives. The 2025 Summary Compensation Table below reports grant-date accounting values for equity, which are not cash realized.
Reading the package
Salary was about 4.6 percent of the 2025 chief executive total while equity at grant-date value was about 56.9 percent and the cash incentive about 37.0 percent. The forward picture is different again: Eric Andersen's $18.0 million target direct compensation is 8.3 percent salary, 22.2 percent target cash incentive and 69.4 percent target long-term incentive. Target and Summary Compensation Table totals are different measures and should never be compared directly.
Peer totals are highly sensitive to pension-value changes, grant-date accounting, one-time awards and fiscal timing, and none of them equals realized pay. The two source bundles disagree on Chubb: one records $37,700,256 from the peer proxy and the other approximately $33.18 million from a pay database, so the higher filing-traceable figure is used here and the discrepancy is recorded in the known gaps.
Named Executive Officers & Board
AIG completed a chief executive transition during 2026. Eric Andersen joined in February 2026 as President and Chief Executive Officer Elect and assumed the chief executive role on 1 June 2026, while Peter Zaffino moved to Executive Chairman. The succession reset the executive pay baseline for both roles.
Eric Andersen's initial package as chief executive elect was $14.0 million of recurring target direct compensation, made up of a $1.25 million salary, a $3.25 million target incentive and a $9.5 million 2026 long-term incentive, plus a separate one-time $12.5 million restricted stock unit buy-out replacing forfeited equity from his previous employer. Once on the full chief executive package, his target direct compensation is $18.0 million and he receives a $195,000 personal-aircraft allowance. Peter Zaffino's 2026 target as chairman and chief executive was $25.0 million before the transition to a $15.0 million executive chair target. Keith Walsh's 2025 cash column includes a $1.25 million bonus on top of his $2.6 million annual incentive.
Board compensation framework
| Element | Amount | Notes |
|---|---|---|
| Annual cash retainer | $125,000 | Paid to each independent director. Cash retainers may be elected in deferred stock units, and AIG pays no director compensation to employee directors. |
| Annual deferred stock unit award | $185,000 | Settled after board service ends, subject to deferral elections, which keeps directors economically exposed to the share price long after a vote. |
| Lead Independent Director cash retainer | $260,000 | Replaces rather than supplements the standard cash retainer for the role. |
| Audit Committee chair retainer | $40,000 | The Risk Committee chair retainer matches it at $40,000, reflecting comparable workload. |
| Compensation Committee chair retainer | $30,000 | The Nominating and Governance Committee chair receives $20,000. Committee member retainers beyond the chair roles are not separately broken out in the reviewed excerpt. |
| Charitable matching | 2:1 up to $10,000 | Independent directors can direct a two-for-one match on eligible personal donations. |
Actual 2025 independent director totals ranged from about $283,835 for a partial-year director to $579,989 for the Lead Independent Director, depending on service period, committee roles, deferred stock unit elections and charitable matching. The band chart therefore excludes the director row: it is a governance retainer package rather than an employment band.
Regional heads and other officers
Roshan Navagamuwa as Chief Information Officer, Kelly Lafnitzegger as Chief Human Resources Officer and Christopher Schaper as Chief Risk Officer are executive officers who did not qualify as named executives for 2025, so no compensation table exists for them and their pay is visible only through Section 16 share movements. Compensation for Americas, EMEA, Asia-Pacific and country heads is not publicly disclosed unless the individual becomes a named executive or local law requires it. Awards across the executive population are subject to clawback, anti-hedging and anti-pledging rules and are reviewed by Enterprise Risk Management.
Insider Trades — SEC Forms 3/4/5
AIG is a NYSE-listed issuer, so SEC Forms 3, 4 and 5 are the relevant insider source. Tata AIG equity is unlisted with no public trading market, so no comparable Indian insider price and volume data exists, and no SEBI substantial acquisition or promoter table applies.
| Date | Person | Transaction | Shares | Price | Value |
|---|---|---|---|---|---|
| 2026-08-12 | Peter Zaffino Executive Chairman | Sale Open-market sale under a Rule 10b5-1 plan adopted on 9 May 2026; a weighted-average price across multiple lots. | 200,000 | $76.47 | $15.29M |
| 2026-08-13 | Peter Zaffino Executive Chairman | Sale The second leg of the same 10b5-1 plan, executed in two price lots. The two days together total 236,829 shares and about $18.10 million. | 36,829 | $76.14 | $2.80M |
| 2026-07-27 | Christopher Schaper Executive Vice President and Chief Risk Officer | Withholding Shares retained by AIG to cover payroll tax on vested sign-on restricted stock units, not a discretionary sale. | 2,476 | $79.16 | $196K |
| 2026-06-29 | Peter Zaffino Executive Chairman | Award Dividend-equivalent accrual on unvested award units. It is derivative award bookkeeping rather than a purchase. | 6,241 | — | $0 |
| 2026-06-03 | Kelly Lafnitzegger Executive Vice President and Chief Human Resources Officer | Withholding Tax withholding on a vesting tranche, not an open-market investment decision. | 549 | $72.55 | $40K |
| 2026-04-01 | Roshan Navagamuwa Executive Vice President and Chief Information Officer | Settlement Award vesting recorded at a zero transaction price. A zero price does not mean zero compensation value. | 19,704 | — | $0 |
| 2026-04-01 | Roshan Navagamuwa Executive Vice President and Chief Information Officer | Withholding The tax-withholding leg of the same vesting event, covering roughly half the shares delivered. | 10,059 | $75.56 | $760K |
| 2026-03-03 | Peter Zaffino Then Chairman and Chief Executive Officer | Withholding The largest withholding event in the window, at the highest observed price of the period. | 134,150 | $80.49 | $10.80M |
| 2026-02-21 | Christopher Schaper Executive Vice President and Chief Risk Officer | Settlement 2023 restricted stock units converted and settled into common shares at a zero derivative conversion price. | 2,365 | — | $0 |
Reading guide
Benefits & Perks
AIG describes a global rewards framework and publishes precise detail in only one place: the 401(k) formula disclosed in the proxy. Almost everything else is either a statutory floor that applies to any employer in that country or a marketing description without a number. The rows below label which is which rather than filling the gap with an estimate.
United States
- Retirement — 401(k) with a 100 percent match on the first 6 percent plus a 3 percent non-elective contribution. The most precise benefit AIG discloses. Eligible participants receive the full match plus an automatic company contribution regardless of deferral, subject to United States tax limits. Confirm the current plan document before relying on it. [official]
- Medical — Market-aligned medical, mental-health and wellness cover. Provider names, employer premium percentages and health or flexible spending account amounts were not disclosed in any reviewed public material. [npd]
- Protection — Life insurance and short and long-term disability. Part of the published rewards framework, but coverage multiples and salary continuance percentages are not public. [official]
- Leave — Paid time off, emergency child and elder care, parental leave. Advertised on the careers site. Exact paid-time-off bands by tenure and parental-leave weeks are not published. [official]
- Community — 16 paid volunteer hours a year and 2:1 charitable matching. The volunteer allowance and the two-for-one match on eligible donations are both stated on AIG's own pages, which makes them among the few quantified non-retirement benefits. [official]
- Growth — Tuition reimbursement and professional learning support. Advertised without a cap. No annual reimbursement limit or eligibility waiting period is published. [official]
Global programs
- Growth — Leadership development and an explicit artificial-intelligence fluency push. AIG promotes a high-performance learning culture on its careers site, including leadership development programmes and AI fluency, without publishing a budget or a per-employee entitlement. [official]
- Working model — Hybrid and flexible work, decided by role and market. No universal number of office days is published anywhere in the group, and local practice varies by entity. [official]
- Support — Employee assistance and wellbeing resources. Advertised globally; vendor details vary by country and are not published. [official]
- Mobility — No published rotation, relocation or expatriate allowance schedule. AIG operates in roughly 45 countries, which makes the absence of a public mobility framework a meaningful gap for anyone weighing an international move. [npd]
- Leave — No reliable global sabbatical policy was located. Neither the careers site nor any filing describes a sabbatical entitlement. [npd]
Benefit fields not publicly quantified
India health insurer and family-floater amount, India group term life multiple, the India earned, sick and casual leave schedule, India paternity leave, meal coupons, cab and National Pension System terms, the United States health-plan provider and employer premium percentage, paid time off by tenure, the United Kingdom private health provider and AIG employer pension rate, Australian private health and any above-statutory superannuation contribution, and global sabbatical, rotation and expatriate allowance schedules are all recorded as not publicly disclosed rather than estimated. Benefits also change by employing entity, seniority, location and plan year, and current employee plan documents should override this public-source summary.
Performance Review & Pay Progression
AIG discloses its executive performance process in detail and almost nothing about the employee one. The Compensation and Management Resources Committee sets executive goals, assesses company and individual performance in the first quarter and approves awards and target changes in February. Below that population, the rating scale, the merit matrix and even the review month are private.
Not publicly disclosed
Modeled promotion planning timeline
| Band | Years to next scope | Promotion hike | Status |
|---|---|---|---|
| A0 | 0.5–1.5 years to A1 | Not disclosed | Modeled planning interval |
| A1 | 1.5–3 years to A2 | Not disclosed | Modeled planning interval |
| A2 | 2–3 years to A3 | Not disclosed | Modeled planning interval |
| A3 | 2–4 years to A4 | Not disclosed | Modeled planning interval |
| A4 | 2–4 years to A5 | Not disclosed | Modeled planning interval |
| A5 | 2–4 years to A6 | Not disclosed | Modeled planning interval |
| A6 | 3–5 years to A7 | Not disclosed | Modeled planning interval |
| A7 | 3–6 years to A8 | Not disclosed | Modeled planning interval |
| A8 | Committee appointment; no standard cadence | Not disclosed | Modeled planning interval |
| NEO | Board and committee appointment | Not disclosed | Modeled planning interval |
| A9 | Board appointment | Not disclosed | Modeled planning interval |
| CEO25 | Board appointment | Not disclosed | Modeled planning interval |
| EChair | Board appointment | Not disclosed | Modeled planning interval |
| Board | Annual re-election | Not disclosed | Modeled planning interval |
What is visible is the executive calendar. Performance-year decisions are finalised in the first quarter: the 2025 short-term incentive results were determined in the first quarter of 2026 and annual long-term incentive grants were made in February. The chief executive reviews recommendations for other executives with the committee, which approves executive incentive awards and target compensation changes. Local variation below that layer is highly likely because AIG explicitly weighs job grade, business, local market, scope and experience, but the local calendars are not public.
Pay progression evidence
Modeled progression, not AIG policy: A0 to A1 typically takes 0.5 to 1.5 years for an 8 to 20 percent increase; A1 to A2 takes 1.5 to 3 years for 8 to 18 percent; A2 to A3 takes 2 to 3 years for 10 to 20 percent; A3 to A4 takes 2 to 4 years for 10 to 22 percent as the first meaningful people or portfolio accountability arrives; A4 to A5 takes 2 to 4 years for 12 to 25 percent; A5 to A6 takes 2 to 4 years for 12 to 30 percent, where market repricing can dominate the internal increase; A6 to A7 takes 3 to 5 years for 15 to 35 percent and is the point at which equity becomes material; A7 to A8 takes 3 to 6 years for 20 percent or more and is negotiated individually; and A8 to A9 has no standard cadence at all because it is a board appointment through a succession process. These are generic market heuristics and are not supported as AIG merit or promotion policy.
H-1B / LCA Visa Footprint — United States
AIG sponsors through several United States legal entities, and the aggregators split them differently, so no single consolidated AIG median exists. The detailed distribution below uses 51 FY2025 AIG PC Global Services labour condition applications with percentiles recomputed from the record-level salaries. Labour condition application wages are base salary only: they exclude bonus and equity and are not guaranteed visa approvals or unique employees.
Dataset summary
| Dataset | Result | Interpretation |
|---|---|---|
| Ellis, derived from Department of Labor filings | 51 FY2025 AIG PC Global Services records with percentiles recomputed at the record level | The primary dataset for the city table below. Filing history shows 31 records in 2023 and 22 in 2024, all certified, so FY2025 more than doubled the volume. |
| MyVisaJobs employer profile | 40 FY2026 labour condition applications and 18 approved Form I-129 petitions with zero denials | Updated 18 August 2026. The page carries a refresh discrepancy between an older headline count and the updated text; this report uses the time-stamped text and flags the inconsistency rather than reconciling it silently. |
| H1BGrader, AIG Employee Services | FY2025 median $135,568, FY2024 median $143,000 and FY2026 median $129,408 | A separate H1BGrader distribution view has shown a FY2025 median around $136,136. The gap likely reflects refresh or filter differences and is recorded rather than averaged away. |
| h1bdata.info | 17 FY2025 AIG Employee Services records in the retrieved snapshot | Coverage differs materially from the other aggregators, which is why entity-specific counts are reported here instead of one consolidated AIG number. |
City-level H-1B wage history
| City | P25 | Median | P75 | Records |
|---|---|---|---|---|
Jersey City, NJ The largest technology and operations sponsorship centre by value, with a tight interquartile band. | $122K | $141,170 | $154K | 13 |
Atlanta, GA Equal largest by record count but the lowest median of the major sites, with a wide upper tail. | $88K | $90,958 | $131K | 13 |
Charlotte, NC A technology, operations and finance hub whose median sits close to Jersey City's on a tighter range. | $120K | $134,347 | $143K | 11 |
New York, NY The smallest of the major sites by count but the highest median and the widest spread, from a risk analyst at $82,763 to the $230,000 maximum. | $101K | $159,682 | $166K | 7 |
Boston, MA A small sample; percentiles are indicative only. | $100K | $109,850 | $117K | 3 |
Houston, TX A single record, so the quartiles are the same number repeated rather than a distribution. | $150K | $149,947 | $150K | 1 |
Parsippany, NJ A single record close to the Jersey City upper quartile. | $149K | $148,803 | $149K | 1 |
Dallas, TX A single record; a cloud security engineer at a comparable entity was filed at $136,136. | $118K | $118,456 | $118K | 1 |
Chicago, IL A single record at the $55,000 floor of the whole FY2025 dataset. | $55K | $55,000 | $55K | 1 |
All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.
Selected title / worksite records
| Title | Worksite | Proffered wage | Notes |
|---|---|---|---|
| Assistant Vice President, Raters Technical Lead and Lead Developer | Jersey City, New Jersey | $179,982 | The top of the Jersey City range and a useful ceiling reference for the A5 to A6 crossover. |
| Assistant Vice President II, Technical Engineering Manager, GenAI | Atlanta, Georgia | $86,445 | The same title family at less than half the Jersey City wage, which shows why Assistant Vice President cannot be treated as one global grade. |
| Chief Financial Officer, Retail Casualty | New York, New York | $171,600 | A business-unit chief financial officer well below the enterprise executive tier, filed as a base wage only. |
| Vice President, Software Engineering | Charlotte, North Carolina | $154,669 | The top of the Charlotte range and a direct anchor for the A6 technical leadership band outside New York. |
| Principal Advanced Authentication Workforce Engineer | AIG Employee Services record | $156,229 | A senior individual contributor filing at roughly the same wage as a vice-president-titled engineering role. |
| Risk Analyst | New York, New York | $82,763 | The floor of the New York sample and a reasonable A1 to A2 reference point for the anchor city. |
Reading the data correctly
- Labour condition applications are Department of Labor wage filings. They are not guaranteed visa approvals, not unique employees and not total compensation, and they exclude bonus and equity entirely.
- AIG PC Global Services and AIG Employee Services are separate sponsoring entities with different medians. One entity's median must never be presented as a consolidated AIG workforce median.
- Ellis, H1BGrader, MyVisaJobs and h1bdata.info report different counts because of entity grouping, fiscal versus calendar filters, amendments, duplicates and refresh timing.
- A labour condition application certification rate is not a United States Citizenship and Immigration Services adjudication rate. The 18 approvals with zero denials reported for FY2026 are an interim petition indicator only.
- Several city samples contain one to three records, so their quartiles are the same figure repeated and carry no distributional meaning.
Key Nuances & Insights
Executive salary, incentive design, equity mix, vesting, targets, payouts, ownership rules and clawbacks are extensively disclosed. Below the named-executive population the public record becomes fragmentary, which is why every band from A0 to A8 in this report is an observation or a model rather than a company statement.
The 2021 Omnibus Plan legally permits broad participation, but no public source identifies a minimum grade or a routine grant below senior leadership. The long-term incentive note names senior executive officers and other highly compensated employees, and says performance share unit participants are usually senior management. Treat equity as event-driven below A7.
The Mumbai joint venture is a legally separate employer with an unlisted share, its own Annual Grant Scheme 2022, Indian regulatory constraints on stock-linked variable pay and separate key managerial personnel disclosures. Its options do not track AIG's NYSE price and cannot be valued against it.
Many large financial companies have moved almost entirely to performance shares and restricted stock. AIG's 2025 named-executive design used performance share units, restricted stock units and options in the same package, at a $75.46 exercise price with a ten-year term, which makes the payoff more leveraged to share-price appreciation than a full-value-only design.
Eric Andersen's $18.0 million target direct compensation is a forward package. Peter Zaffino's $32.46 million 2025 total is a historical accounting figure that includes grant-date equity value and a cash incentive paid at the 200 percent cap. Comparing them directly is the single easiest mistake to make with this company.
The 133 percent company score and the 173 to 200 percent named-executive payouts for 2025 apply to the executive plan. Employee-wide average payout and business-unit dispersion are not disclosed in any year, and the same holds for the 147 percent 2023 and 143 percent 2024 scores.
Official postings often carry statutory salary ranges and visa records add record-level wages, so the New York, Jersey City, Charlotte and Atlanta figures rest on real observations. Most other markets depend on smaller platform samples and therefore carry wider confidence intervals.
New York A2 base is about 8.4 times Bangalore, and A4 about 5.9 times. By A7 the base multiple has narrowed to roughly 3.3 times, but total compensation converges much faster because AIG parent equity is granted in dollars and does not compress with the local salary market.
Bangalore, Kolkata, Manila, Kuala Lumpur, Charlotte, Atlanta and Jersey City carry technology and operations work whose pricing has little to do with front-office underwriting centres such as London, New York, Sydney and Singapore, even at the same analytical band.
AIG states in the 2026 proxy that it is simplifying and globalising its job and career architecture. No completed legacy-to-new-grade crosswalk is public, so title-based readings of seniority are likely to age faster at AIG than at a company with a stable published ladder.
The programme delivered more than $500 million of run-rate savings in 2025. That is relevant to organisational design and merit-budget capacity, but AIG published no link between the savings and salary budgets, and no company-wide pay freeze or reduction was announced.
The 346:1 ratio uses SEC-permitted estimates and a single United States median employee. The median moved from $88,585 to $82,224 to $93,766 across three years without necessarily being the same person, so the series should not be read as a wage trend.
Research control
Against the large United States property and casualty carriers, AIG's 2025 chief executive total of $32.46 million sat below Chubb and above Travelers, Allstate and The Hartford. The comparison is directional only: peer totals move on pension-value changes, one-time awards and fiscal timing, and none of them is realized pay. Below the executive tier the more useful comparison is by scope rather than title, because Vice President in insurance frequently maps to director or senior-director scope at technology peers, and New York vice-president observations of roughly $257,000 to $423,000 total pay sit an order of magnitude below the $6.7 million to $8.0 million named-executive packages.
Evidence classification
| Label | Meaning | Examples and permitted use |
|---|---|---|
| official | An AIG or Tata AIG filing, an official benefit or careers page, a government rule or an official AIG job posting. | Executive compensation, plan terms and reserves, the 401(k) formula, director retainers, workforce totals and statutory benefit floors. |
| reported | Employee-submitted pay, a labour condition application wage or a third-party salary record. | The A1 through A6 New York anchors and the city observations used to calibrate Bangalore, Sydney, London, Dublin and Toronto. |
| modeled | A New York anchor multiplied by a city calibration factor and a foreign-exchange rate, inside a planning envelope. | The A0, A7 and A8 rows and every band and city cell without a direct observation. Treat as orientation, never as an offer. |
| npd | No reliable public evidence was located. | Attrition, rating scales, merit matrices, review calendars, most benefit amounts and every equity eligibility threshold below senior leadership. |
Explicit “Not publicly disclosed” index
Known gaps and diligence before relying on a cell
- 1The two source bundles disagree on Chubb's 2025 chief executive total: one records $37,700,256 from the peer proxy and the other approximately $33.18 million from a pay database. The filing-traceable figure is used. The bundles also name different fourth peers, Allstate at $22,920,898 and The Hartford at approximately $22.11 million, and both are shown.
- 2The bundles use slightly different foreign-exchange snapshots for the same date, for example 95.798861 and 95.4075 rupees to the dollar. The larger bundle's ExchangeRate-API set for 25 August 2026 is used throughout so that every conversion in this report shares one snapshot.
- 3The CEO-succession Form 8-K is cited with two dates: 6 January 2026 for the announcement of the packages and 27 April 2026 for a related filing. The January announcement date is used for the compensation terms.
- 4Peter Zaffino's 13 August 2026 sale appears as a single 36,829-share line in one bundle and as 36,629 plus 200 shares in the other. Both reconcile to 236,829 shares and about $18.10 million across the two days, and the consolidated line is shown.
- 5The two bundles model different band ladders, an A0 to A9 crosswalk and an RN1 to RN11 crosswalk. The A0 to A9 structure is used because it carries the full band, location and equity matrices; neither is AIG nomenclature.
- 6The source bundle adds a country benefit load of 10 to 18 percent of base into its total compensation column. This report removes that load so totals reconcile to base plus target bonus plus annualised equity, which lowers every total by that load relative to the bundle's own tables.
- 7Tata AIG's FY2025-26 fixed salary of ₹35.0 million and the split of Amit Ganorkar's ₹67.5396 million actual gross remuneration into cash and equity components could not be fully reconstructed from the reviewed public excerpts.
- 8A2 and A4 New York anchors rest on official posting ranges, but A0 and A7 have no direct observation at all and are interpolations around neighbouring bands.
- 9Regional revenue is not disclosed by geography, only the regional workforce split, so no geographic revenue panel is shown.
FX rates used — 1 USD equals, snapshot 2026-08-25
Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.
Source register — 22 sources
| S1 | 2026 Definitive Proxy Statement, Schedule 14A · American International Group, filed with the SEC · 2026-03-31. 2025 executive compensation, CEO transition packages, short and long-term incentive design, director compensation, pay ratio and equity awards |
| S2 | 2025 Form 10-K · American International Group, filed with the SEC · 2026-02-12. Workforce total and country count, regional split, financials, equity-plan reserve and share-based compensation |
| S3 | 2025 Annual Report · American International Group · 2026. Strategy, financial performance, the AIG Next savings programme and leadership context |
| S4 | 2021 Proxy Statement and the 2021 Omnibus Incentive Plan · American International Group, filed with the SEC · 2021-03-30. Plan reserve formula, eligible participants, award types, option and appreciation-right terms and governance |
| S5 | Form 8-K on CEO succession and compensation arrangements · American International Group, filed with the SEC · 2026-01-06. Eric Andersen and Peter Zaffino 2026 and 2027 target compensation and the buy-out award |
| S6 | Q2 2026 earnings release · American International Group, filed with the SEC · 2026-08-06. General Insurance net premiums written, underwriting income and combined ratio relevant to future incentive outcomes |
| S7 | Leadership profiles for Eric Andersen and Peter Zaffino · American International Group · 2026-08-26. Current roles and the 1 June 2026 chief executive effective date |
| S8 | Careers and Benefits pages, including AIG Gives Back · American International Group · 2026-08-26. Global rewards framework, health, time off, tuition support, 16 hours of volunteer time and 2:1 charitable matching |
| S9 | Official job postings on the AIG Workday careers site · American International Group · 2025 to 2026 observations. Published salary ranges for underwriter, claims, analytics, manager and executive roles in the United States |
| S10 | SEC Form 4 filings for AIG insiders · United States Securities and Exchange Commission · 2026 observations. Insider transactions, vesting, tax withholding and Rule 10b5-1 open-market sales |
| S11 | Tata AIG Annual Report FY2025-26 · Tata AIG General Insurance Company Limited · 2026-07-21. Annual Grant Scheme 2022 activity, option tranches, vesting schedules and FY2025-26 key managerial personnel remuneration |
| S12 | Tata AIG 26th annual general meeting notice · Tata AIG General Insurance Company Limited · 2026-07-21. FY2026-27 managing director fixed salary, maximum variable pay and the IRDAI stock-linked variable-pay rules |
| S13 | Tata AIG 25th annual general meeting proceedings · Tata AIG General Insurance Company Limited · 2025-07-01. Approval of the 2022 Annual Grant Scheme amendment and FY2025-26 chief executive remuneration |
| S14 | AIG salary observations · Glassdoor, United States, India, Australia, United Kingdom and Ireland · 2026-08-26. New York analyst, underwriter, manager, director and vice-president anchors and Bengaluru, Australian, United Kingdom and Dublin role cross-checks |
| S15 | AIG Australia salary observations · SEEK · 2026-08-26. Australian actuarial, analytics, business analysis, underwriting and human resources role anchors |
| S16 | AIG India salary observations · AmbitionBox · 2026-08-26. India role anchors and manager-level cross-checks |
| S17 | AIG PC Global Services H-1B sponsor data · Ellis, derived from Department of Labor filings · 2026-08-26. FY2025 filing count, filing status and record-level salaries used to recompute percentiles |
| S18 | AIG H-1B employer overview and salary database · MyVisaJobs, H1BGrader and h1bdata.info · 2026-08-18. FY2026 application and petition counts, AIG Employee Services medians and title and city cross-checks |
| S19 | Labor Condition Application programme documentation · United States Department of Labor · 2026-08-26. Definition and limitations of labour condition application data |
| S20 | Statutory benefit sources · Employees' Provident Fund Organisation, Australian Taxation Office, Fair Work Ombudsman, GOV.UK and the Pensions Regulator · 2026-08-26. India provident fund baseline, Australian superannuation and leave floors, and United Kingdom holiday and workplace pension minimums |
| S21 | USD reference rates · ExchangeRate-API · 2026-08-25. The single foreign-exchange snapshot used for every conversion in this report |
| S22 | AIG market quote · Yahoo Finance · 2026-08-25. The $76.61 share price used for the illustrative equity-reserve market value |
Recent News & Workforce Trend
The dominant compensation story of 2026 is the chief executive transition, which reset the target package for both the chief executive and the executive chairman. Everything else in the window is incentive outcomes, the equity reserve and insider activity.
AIG does not publish city-level or business-unit headcount, a quarterly series or an attrition rate, and public filings should be preferred over social-network estimates. The AIG Next programme delivered more than $500 million of run-rate savings in 2025, which is relevant to organisational design and merit-budget capacity, but AIG published no link between those savings and salary budgets and announced no company-wide pay freeze, pay cut, campus-offer revision or delayed joining.
Peter Zaffino sold across 12 and 13 August 2026 under a Rule 10b5-1 plan adopted on 9 May 2026, at weighted-average prices of $76.4714 and $76.14. Because the plan predates the trades, the timing carries less signal than the size suggests.
General Insurance net premiums written were $7.5 billion with $686 million of underwriting income and an 89.0 percent combined ratio. Combined ratio is one of the four equally weighted measures in the executive annual incentive formula.
Andersen joined in February 2026 as chief executive elect and assumed the role on 1 June, while Peter Zaffino moved to Executive Chairman. Target direct compensation moves from $14.0 million on the initial package to $18.0 million on the full chief executive package.
AIG reported a 133 percent company short-term incentive score, an average named-executive payout of 186 percent of target and 2023 performance share units earned at 161 percent of target. The 2026 short-term incentive design was simplified to three equally weighted absolute performance metrics.
AIG reported approximately 22,100 employees in about 45 countries and 20,233,609 shares remaining available under the 2021 Omnibus Incentive Plan, against 9,202,463 securities tied to outstanding awards at a $66.66 weighted-average option exercise price.
Andersen's chief executive target direct compensation was set at $18.0 million with a $12.5 million one-time restricted stock unit buy-out cliff vesting after three years, and Zaffino's executive chair target at $15.0 million, down from a $25.0 million target as chairman and chief executive.
The programme delivered more than $500 million in run-rate savings during 2025. AIG did not disclose how the savings translate into merit budgets, headcount or pay decisions.
The amendment to the Annual Grant Scheme 2022 was approved at the joint venture's 25th annual general meeting. During FY2025-26 the scheme granted 1,029,353 options, saw 560,312 exercised and 493,030 forfeited, closing at 2,325,937 outstanding.
350,263 options were granted across the five reviewed named executives as part of the 2025 long-term incentive, vesting one third annually over three years with a ten-year term.