Team Head of Compensation & Benefits

About the Role

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.

Key Responsibilities

Compensation Strategy & Incentive Design

• Design and model the variable bonus (STI) and carried interest/LTI plans. Ensure they align with fund performance and satisfy regulatory "risk-reward" principles.
• Oversee the annual salary review. Manage relationships with survey providers to ensure we pay for performance without lower-overpaying.
• Manage the total staff cost budget. Run rigorous scenario planning for the remuneration committee to determine the size of the bonus pool based on firm profitability.

Performance Management Ecosystem

• Transition the firm from "tick-box" appraisals to outcome-based performance management. Ensure every role has KPIs linked to the firm's strategic pillars (AUM growth, customer satisfaction, etc.).
• Chair the year-end calibration committees to ensure ratings are distributed fairly and eliminate "recency bias" or favoritism.
• Design the framework for performance improvement plans (PIPs), ensuring they are legally robust and respectful.

HRIS, Analytics and Operations

• Owner of the HRIS. Responsible for system optimization, data security, and automating manual workflows to improve the customer experience for employees.
• Produce the monthly board pack. Translate raw data into insights (turnover cost, revenue per HC, diversity metrics, and overtime risk).
• Accountable for the accuracy and timeliness of payroll (zero-error mandate).

Governance and Executive Reporting

• Prepare high-quality papers for the Board of Directors or remuneration committee, justifying executive pay proposals with market data and performance evidence.
• Ensure all compensation practices comply with local labour laws and financial services regulations.

Qualifications

• Bachelor's degree in Human Resources, Statistics, Economics, Business Administration or related fields; MBA or master is preferred.
• 12-15 years of experience, with at least 5 years in people manager role within financial services, insurance, banking, or asset management.
• Proven track record of designing incentive plans and executive compensation.
• Experience managing significant HRIS implementations or upgrades.
• Exposure to Board of Directors/remuneration committee level reporting is mandatory.
• Experience working with regional or group-level stakeholders is preferred.

Required Skills

Technical/Functional Skills:

• Compensation modelling
• Job evaluation
• Deferred compensation structure
• Tax implications
• Data visualization
• Regulatory knowledge

Behavioural Competencies:

• Commercial acumen
• Data storytelling (translating complex compensation data)
• Unshakable integrity
• Courageous challenger
• Systems thinking

Success Measures

• Financial efficiency: Maintain total staff cost within target percentage of revenue.
• Operational excellence: 100% zero errors in final pay runs.
• Strategic impact: High retention of staff rated "above expectations" and "exceed expectations."
• Digital adoption: High percentage of HR transactions completed via self-service.
• Fairness: Minimal pay equity gap for same job roles.

Additional Information

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.