Prudential’s purpose is to be partners for every life and protectors for every future. Our purpose encourages everything we do by creating a culture in which diversity is celebrated and inclusion assured, for our people, customers, and partners. We provide a platform for our people to do their best work and make an impact to the business, and we support our people’s career ambitions. We pledge to make Prudential a place where you can Connect, Grow, and Succeed.
This role plays a strategic role in shaping the PVA’s talent, leadership and culture agenda to support the sustainable growth. This role builds organizational capability through learning, leadership, culture, engagement and employee communication – ensuring the company remains an attractive, high-performing and values-driven employer.Learning and Talent Development
· Define and execute the learning and talent development strategy that builds technical, digital, and behavioral capabilities aligned with business priorities.
· Lead the design and implementation of learning programs for critical roles and functions (e.g., distribution, underwriting, actuarial, operations).
· Establish a talent framework to identify, assess, and develop successors for key positions across all functions.
· Introduce modern learning approaches (e.g., learning experience platforms, bite-sized learning, and manager-led learning culture).
Leadership Development
· Design and implement leadership development programs across levels — from emerging leaders to senior executives — to strengthen the company’s leadership pipeline.
· Coach and partner with business leaders to embed leadership behaviors consistent with the company’s values and transformation goals.
· Integrate leadership capability building into talent reviews, succession planning, and performance management.
· Introduce leadership assessments and feedback mechanisms to measure leadership effectiveness and growth.
Culture and Engagement
· Drive cultural evolution to support agility, accountability, inclusion, and customer-centricity.
· Partner with HRBPs and business leaders to diagnose engagement drivers, track employee sentiment, and implement action plans.
· Embed company values into the employee experience, performance, and leadership practices.
· Co-lead change management initiatives to strengthen belonging and trust post-transformation.
Employer Branding
· Develop and execute an employer branding strategy that positions the company as a top employer in the insurance and financial services market.
· Collaborate with Strategic Resourcing, Corporate Communications and Marketing to tell authentic stories about company culture, purpose, and people.
· Leverage digital and social media to build engagement and brand advocacy among employees and external audiences.
· Lead the certification process for PVA to participate in external certification, as one of the key Strategic people metrics.
Team Management and Development:
· Recruit, develop and coach direct reports for performance.
· Conduct and document regular performance reviews and an annual review as well as regular personal / career development discussions with direct reports, in line with agreed Prudential Performance Management Process
Other tasks as assigned by managers
Prudential is an equal opportunity employer. We provide equality of opportunity of benefits for all who apply and who perform work for our organisation irrespective of sex, race, age, ethnic origin, educational, social and cultural background, marital status, pregnancy and maternity, religion or belief, disability or part-time / fixed-term work, or any other status protected by applicable law. We encourage the same standards from our recruitment and third-party suppliers taking into account the context of grade, job and location. We also allow for reasonable adjustments to support people with individual physical or mental health requirements.