Head of Acquisition, Talent, Learning and Culture

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.

Job Summary:
The Head of Acquisition, Talent, Learning and Culture is responsible for shaping and executing strategic people initiatives that drive organizational effectiveness, talent excellence, and a high-performing culture. This role supports the Chief Human Resources Officer in leading the people agenda across multiple domains including talent acquisition, talent management, learning and development, culture transformation, and CEO communications.

PRINCIPAL DUTIES & RESPONSIBILITIES:

Talent Acquisition

• Lead and manage the end-to-end recruitment process, including job requisition, sourcing, screening, interviewing, and onboarding.

• Develop and implement hiring strategies to address current and future workforce needs, build talent pipelines for critical roles, and optimize headcount efficiency.

• Monitor recruitment metrics and ensure timely closure of vacancies in alignment with hiring policies and procedures.

• Leverage digital platforms and social media to attract and engage top talent; manage contracts and relationships with recruitment vendors.

• Partner with HR Business Partners and stakeholders on employer branding initiatives, including career fairs and campus engagement activities.

• Prepare periodic and ad-hoc reports and analysis on recruitment activities and staffing trends.

Talent Management & Succession

• Design and implement talent management strategies to strengthen leadership capabilities and build a sustainable talent pipeline.

• Collaborate with business leaders to develop high-impact leadership development and succession planning frameworks.

• Provide insights and tools to assess talent potential, guide development planning, and coach managers on effective talent practices.

• Manage leadership assessment methodologies and development programs to support organizational growth.

• Align and execute local and regional talent initiatives to support succession and capability building.

Learning & Development

• Develop and oversee the learning and development strategy aligned with organizational goals and future workforce capabilities.

• Identify critical skills and competencies required for current and future roles, and implement targeted development interventions.

• Promote a culture of continuous learning and self-development across the organization.

• Oversee the end-to-end operations of the L&D function, ensuring effective delivery of learning programs and initiatives.

• Recommend and implement leadership development interventions to support strategic business outcomes.

Culture Building & CEO Communications

• Drive initiatives to embed the Group's Purpose, Values, Mindset, and Behaviors across the organization.

• Lead change management and culture transformation programs to foster a high-performing and inclusive workplace.

• Design and implement a signature employee experience and career journey framework.

• Develop and execute engagement strategies that strengthen employee connection and advocacy.

• Manage internal communication platforms and strategies to support CEO messaging and enhance organizational alignment.

SUCCESS METRICS:

Talent Acquisition Effectiveness

• Time-to-fill and quality-of-hire metrics for critical roles

• Strength and diversity of talent pipelines

• Employer brand visibility and engagement across recruitment channels

Talent Management & Succession Impact

• Depth of succession pipelines for key leadership roles

• Completion and effectiveness of individual development plans

• Leadership bench strength and internal mobility rates

Learning & Development Outcomes

• Alignment of learning programs with future workforce capabilities

• Participation and impact of key development initiatives

• Improvement in leadership and functional competencies across segments

Culture & Engagement

• Employee engagement scores and participation in culture initiatives

• Adoption of Group Purpose, Values, Mindset & Behaviors

• Effectiveness of CEO communication platforms and employee experience programs

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.

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