Senior HR Manager, Talent & Career

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.

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 assists Head of Organization Development in designing, facilitating and accelerating Prudential’s People Strategy in capability development and career growth to strengthen employee’s satisfaction and add value to business outcome.

Purpose

This role leads the integrated Talent & Career portfolio for Prudential Vietnam, enabling employees to grow, move, and realise their potential while building a robust succession pipeline, accelerating priority talent, supporting change adoption, and strengthening employee listening and experience to advance Next Prudential and a high-performance culture.

Job Responsibilities

Career & Mobility

• Design and embed career architecture, growth pathways, role-family guidance and career frameworks that give employees and managers clearer visibility of career options.
• Develop and maintain career development policies, tools and manager guidance to support career conversations, Individual Development Planning (IDP), and self-owned growth.     
• Drive internal mobility practices and career opportunity visibility, partnering with HRBPs, Talent Acquisition and business leaders to connect talent with priority roles, projects and gigs.
• Provide career advisory, campaigns and communications that help employees understand available development resources, mobility routes and growth expectations.
• Track career and mobility indicators, including IDP completion, internal moves, promotion patterns, career opportunity uptake and barriers to movement.

Talent & Succession

• Shape local talent strategy and governance in alignment with Group talent standards, PruSuccess, business priorities and critical capability needs.
• Lead talent identification, calibration and review processes with HRBPs and business leaders, ensuring fairness, consistent criteria and strong documentation of outcomes.
• Coordinate succession planning for critical roles, including successor mapping, readiness assessment and focused development actions for prioritised successors.
• Build leadership pipeline health through talent acceleration initiatives, including Elevate, HiPo, Emerging Talent and other targeted development interventions.
• Partner with Learning, Leadership and Business HR teams to translate talent insights into practical development actions, mobility moves, coaching, mentoring and stretch experiences.

Management Trainee/ Functional Trainee Recruitment & Development 

• Own the MT/FT (or MA/FA) recruitment and development agenda as a defined early talent pipeline. 

• Partner with Talent Acquisition, business leaders and HRBPs to plan attraction, selection, assessment, onboarding and placement for management/future associate cohorts. 

• Design and manage structured development journeys, including rotation planning, learning interventions, mentoring, coaching, exposure opportunities and progress reviews. 

• Coordinate cohort calibration, performance check-ins, conversion or landing-role discussions and mobility opportunities to ensure readiness and retention of early talent. 

• Track early talent pipeline health, program experience, readiness, retention and placement outcomes, and provide insights for continuous program improvement. 

Culture & Change

• Support culture strategy and PruWay activation by translating values into practical leadership and team behaviours, rituals and local interventions.
• Use culture diagnostics, employee insights and organisational signals to identify cultural strengths, pain points and opportunities for targeted interventions.
• Partner with HRBPs and business leaders on change management and adoption planning for organisation transformation, new ways of working and people initiatives.
• Design and facilitate culture and change interventions for priority teams or transformation programs, ensuring clarity, participation, adoption and reinforcement.
• Contribute to organisational transformation support by connecting talent, career, culture and engagement insights into practical change recommendations.

Governance, Measurement & Stakeholder Management

• Operate as a trusted Talent & Career SME and connector across HR, Group TLLC, HRBPs, business leaders and relevant project teams.
• Define priorities, roadmaps, success measures and operating cadence for the portfolio, balancing Group standards, local relevance and execution discipline.
• Prepare updates, insights and recommendations for ExCo and business stakeholders, highlighting risks, decisions needed and impact achieved.
• Manage vendors, assessment partners and external contributors where relevant, ensuring quality, efficiency and alignment with Prudential standards.
• Build capability in the HR community through tools, playbooks, facilitation and knowledge sharing.

Other relevant tasks/projects assigned

Job Requirements

Qualifications/ Experience

• Bachelor’s degree in Human Resources, Business, Psychology, Organisational Development or related discipline; master’s degree or relevant professional certification is preferred.
• 8+ years of progressive HR experience with solid exposure to talent management, succession, career development, organisation development, culture/change or employee engagement.
• Experience working with senior stakeholders and translating business needs into practical people solutions.

Knowledge and skill

• Strong understanding of talent strategy, succession planning, talent calibration, career architecture, internal mobility and development planning.
• Good knowledge of culture activation, change management, employee listening and engagement action planning.
• Strong facilitation, stakeholder influencing, communication and executive storytelling skills.
• Analytical mindset with ability to turn talent, engagement and organisational data into meaningful insights and actions.

Competencies

• Strategic thinking with pragmatic execution.
• Strong collaboration and stakeholder influence across HR and business leaders.
• Employee-centric and growth mindset.
• Data-driven decision making and continuous improvement orientation.
• Comfort with ambiguity, transformation and change adoption

 

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.