Job Classification:

The Global Retirement and Insurance (GRI) Talent Partner for Global Retirement and Insurance is a strategic partner talent consultant and deep talent subject matter expert leading the talent partner work and serving as liaison back to the various centers of expertise (COE) on behalf of businesses that make up Global Retirement and Insurance. There are three GRI Talent Partners each supporting a subset of the GRI organization and talent. One will primarily focus on Japan businesses and talent with the remaining two supporting portions of the US Based and Emerging Markets businesses (Group Insurance Retirement Strategies Prudential Advisors Individual Life Insurance GRI Service PII Center Brazil Mexico China Indonesia India Africa and our other joint ventures and partnerships.

The GRI Talent Partner works directly with the GRI Sr. Talent Partner GRI leadership HRBPs and Head of Talent Management to design implement and execute talent processes to address any talent management related challenges and opportunities. This includes leading performance and succession management talent mobility feedback talent assessment and coaching development planning talent to value goal setting and addressing other talent needs or gaps.They also utilize talent data and observation to identify broad talent gaps and trends and create and execute strategies and initiatives to address those gaps and trends either directly or by bringing in appropriate COE resources.

The GRI Talent Partner leads the talent review process for VP talent and work with seniormost leaders to prepare for CEO Talent Reviews. This includes working with the leadership to identify key themes to discuss gaps to address and customized next steps for that organization and to draw connections across the enterprise.

The GRI Talent Partner is responsible for identifying critical roles and top talent ensuring top talent and deep and diverse succession plans for critical roles and creating and executing strategies and solutions to close succession gaps. Talent Partners assess and coach high potential talent at Grades 7 to enhance performance improve readiness for future roles and enhance mobility and retention.

The GRI Talent Partner works with the Head and Lead HRBPs and Head of Talent Management to develop and deploy new enterprisewide talent strategies and approaches in addition to clientspecific solutions and strategies. This includes partnering with other COE leads (e.g. Talent Acquisition Learning & Development Talent Catalysts Total Rewards etc). To accomplish the work the GRI Talent Partner is part of an embedded team reporting to the GRI Sr. Talent Partner.

Key responsibilities of the role include:

• Ongoing assessment and coaching of approximately 50 high potential Grade 7 leaders across the GRI businesses resulting in accelerated development of talent and deep understand of talents strengths development areas next moves etc.

• Providing expert talent management consulting to GRI to identify themes and gaps and solve unique challenges by creating and executing tailored strategies and solutions to fit the complex and varied set of global businesses
• Working with leadership and talent in the US Brazil Mexico China Africa India Indonesia and Japan as well as with joint ventures and wholly owned businesses

• Leading work with the leadership teams and HRBPs for the adoption of other enterprise talent practices modifying as needed to fit the client needs

• Utilizing deep knowledge of talent to lead talent mobility (including advocating for talent and influencing leaders on moving talent) and to develop talent with tailored plans including gaining critical experiences strategic career moves nominations to development programs board assignments brokered introductions to leaders for mentoring or sponsorship etc.
• Use collected data on talent from talent reviews and talent partner assessments to identify key themes insights and gaps to leadership and lead work to develop tailored solutions to close those gaps
• Lead talent work related to Talent to Value including assessment of incumbent talent and potential successors identifying and addressing next steps directly or in partnership with other COEs and refreshing Talent to Value information during talent reviews.

• Leading talent review and performance calibrations and preparation of materials for CEO Talent Reviews. Provide talent insights to senior leaders and influence to identify key actions needed and provide support to follow through on those actions to accelerate talent development and mobility.

Qualifications

BA/BS from an accredited college/university preferred

Advanced degree in I/O Psychology HR or related field preferred

Experience working in a global business

Deep Talent or HR Consulting experience

7 years HR generalist or Talent Management experience; solid experience in all major HR disciplines and / or transferable skills that align to the emerging skills identified as critical to success in this role

Location

Newark NJ in office 3 days a week

Tokyo Japan an option for the role supporting Japan

Competencies Knowledge Skills Abilities

Talent Strategy Development and : provides thought leadership in talent management and leadership development practices; develops and implements successful talent strategies experience designing and delivering enterprise talent reviews and collaborating with senior leaders to create development plans career development and succession plans

Executive Development: able to diagnose develop and implement talent management solutions including optimal development experiences key stakeholder engagement internal coaching measuring impact and ongoing learning with an emphasis on identifying and retaining top talent to build internal talent pipeline

Talent Coaching: provides tailored expertise and guidance to highpotential leaders to help align development with organizational capabilities and business needs; supports their ability to gain selfawareness clarify goals achieve their development objectives unlock their full potential and drive business results

Business Acumen: high ability for business judgement understanding the business strategy needs of customers and the broader marketplace; leverages business insights to drive aligned talent outcomes

Talent Mobility: designs effective talent mobility practices identifies key talent moves and influences senior leaders to facilitate internal talent mobility and internal and external talent pool building

Executive Assessment: expertise with assessment tools and practices including debriefs

Talent Analytics: ability to analyze data draw insights and leverage data to influence leaders and take action to address identified talent gaps

Global Mindset ability to understand and adapt to various cultural differences

Consulting Skills strong expertise in consulting influencing and adapting best in class frameworks to meet client needs

Relationship Building & Interpersonal Skills: builds influential and constructive relationships with key stakeholders and partners across all levels of an organization as well with peers and colleagues to achieve business goals and talent outcomes

What we offer you:

• Market competitive base salaries with a yearly bonus potential at every level.

• Medical dental vision life insurance disability insurance Paid Time Off (PTO) and leave of absences such as parental and military leave.

• 401(k) plan with company match (up to 4.

• Companyfunded pension plan.

• Wellness Programs including up to $1600 a year for reimbursement of items purchased to support personal wellbeing needs.

• Work/Life Resources to help support topics such as parenting housing senior care finances pets legal matters education emotional and mental health and career development.

• Education Benefit to help finance traditional college enrollment toward obtaining an approved degree and many accredited certificate programs.

• Employee Stock Purchase Plan: Shares can be purchased at 85 of the lower of two prices (Beginning or End of the purchase period) after one year of service.

Eligibility to participate in a discretionary annual incentive program is subject to the rules governing the program whereby an award if any depends on various factors including without limitation individual and organizational performance. To find out more about our Total Rewards package visit Work Life Balance Prudential Careers. Some of the above benefits may not apply to parttime employees scheduled to work less than 20 hours per week.