Team Head of Compensation & Benefits

Prudentials 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 peoples career ambitions. We pledge to make Prudential a place where you can Connect Grow and Succeed.

KEY RESPONSIBILITIES OF THE ROLE:
1. Compesnation Strategy & Incentive Design
Incentive alighment: Design and model the variable bonus (STI) and carried interest/ LTI plans. Ensure they align with fund performance and satisfy regulatory risk-reward principles.
Market Benchmarking: Oversee the annual salary review. Manage relationships with survey providers to ensure we pay for performance without lower-overpaying.
Budget Management: 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.
2. Performance Management Ecosystem
OKR/ KPI architecture: Transition the firm from tick-box appraisals to outcome-bsed performance management. Ensure every role has KPIs linked to the firms strategic pillars (AUM growth customer satisfaction ect.)
Calibration governance: Chair the year-end calibration committees to ensuring ratings are distributed fairly and eliminate recency bias or favoritism.
Underperformance management: Design the framework for performance improvement plans (PIPs) ensuring they are legally robust and respectful.
3. HRIS Analytics and Operations
HR tech roadmap: Owner of the HRIS. Responsible for system optimization data security and automating manual workflows to improve the customer experience for employees.
People intelligence: Produce the monthly board pack. Translate raw data into insights (turnover cost revenue per HC diversity metrics and overtime risk).
Payroll oversight: Accountable for the accuracy and timeliness of payroll (zero-error mandate).
4. Governance and Executive Reporting
Remuneration committee support: Prepare high-quality papers for the BOD or remuneration committee justifying executive pay proposals with market data and performance evidence.
Regulatory compliance: Ensure all compensation practices comply with local labour laws and financial services regulations.

SUCCESS MEASURES (THE SCORECARD)
Metric Category KPI Target/ Definition
Financial efficiency Comp-to-revenue ratio Maintain total staff cost within X% of revenue.
Operational excellence Payroll accuracy 100% zero erros in final pay runs.
Strategic impact High-performer retention X% retention of staff rated above expectations and exceed expectations
Digital adoption HRIS utilization X% of HR transactions (leave claims goals) completed via self-service.
Fairness Pay Equity Gap X% variance in pay for same job roles

QUALIFICATIONS and EXPERIENCE:
Bachelors 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.
Specialised experience:
o Proven track record of designing incentive plans and executive compensation.
o Experience managing significant HRIS implementations or upgrades.
o Exposure to BOD/ remuneration committee level reporting is mandatory.
Experience working with regional or group-level stakeholders is preferred.

TECHNICAL/ FUNCTIONAL SKILLS:
Compensation modelling
Job evaluation
Deferred compensation structure
Tax implications
Data visualization
Regulatory knowledge

BEHAVIOURAL COMPETENCIES AND SKILLS:
Commercial acumen
Data storytelling (translating complex compensation data)
Unshakable integrity
Courageous challenger
Systems thinking

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.