Chief Human Resources Officer (Phó Tổng Giám Đốc Nhân Sự)

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.

The Chief Human Resources Officer (CHRO) is responsible for leading the strategic direction and execution of the company’s people agenda. This role plays a critical part in building a high-performance culture, driving talent development, succession & workforce planning, employee engagement, enabling transformation and HR governance while improving organizational effectiveness to support the company’s growth.

As a trusted advisor to the CEO and senior leaders, the incumbent leads organizational initiatives in talent management, leadership development, workforce planning, and employee experience. The role also ensures the company attracts, retains, and develops top talent while maintaining compliance with labor regulations and promoting ethical culture.

Strategic HR Leadership

• Drive local people strategies aligned with Prudential Group vision while addressing Vietnam’s unique market dynamics.

• Act as a strategic partner and trusted advisor to senior leadership, and cross-functional stakeholders, promoting synergy, transparency, and shared goals, ensuring HR priorities are embedded in enterprise-wide decision-making.
• Lead the development and execution of people strategy that enables business growth, organizational agility, and workforce excellence.
• Cultivate a future-ready workforce by aligning talent strategy with evolving business models and operating models, regulatory demands, and customer expectations.

Organizational Change

• Drive organizational design and change management initiatives that support strategic transformation and operational efficiency. Lead cross-functional collaboration to ensure HR solutions are scalable, sustainable, and aligned with business outcomes.
• Build strong partnerships with internal and external stakeholders to support business transformation and strategic initiatives.

Talent Development & Succession Planning

• Own the end-to-end talent lifecycle, including workforce planning, acquisition, onboarding, development, succession, and retention.
• Lead the leadership development frameworks design & implementation that build internal capabilities and ensure a robust pipeline for critical and senior roles.
• Establish measurable talent outcomes, such as internal mobility, bench strength and leadership readiness, to support business continuity and growth.

Workforce Planning

• Lead enterprise-wide talent acquisition, development, retention and redeployment strategies to build a future-ready workforce.
• Oversee strategic workforce planning and execution to ensure optimal resource allocation and capability building across all functions.

Organizational Culture & Employee Experience

• Champion a purpose-driven, inclusive, ethical and high-performance culture that reflects the company’s values and strategic direction.
• Lead enterprise-wide initiatives to enhance employee engagement, well-being, and belonging, using data and feedback to drive continuous improvement.
• Influence and embed cultural transformation into leadership behaviors, performance systems, and communication platforms to ensure sustainability and impact.

Total Rewards & Performance Management

• Oversee the design and governance of compensation, benefits, and performance management systems that drive high performing culture and employees’ motivation to perform.
• Ensure alignment of reward strategies with market benchmarks, regulatory requirements, and business performance.

HR Governance, Compliance & Risk Management

• Oversee the governance of HR policies, procedures, and systems to ensure full compliance with Vietnam’s labor laws, insurance sector regulations, and internal controls.
• Proactively take charge in identifying and mitigating HR-related risks, including legal, reputational, and operational exposures, in collaboration with Risk, Legal, and Compliance functions.
• Ensure audit readiness and regulatory alignment through robust documentation, reporting, and stakeholder engagement.

HR Digital & Analytics

• Steer the adoption of digital HR platforms, automation tools, and data analytics to enhance employee experience, operational efficiency, and strategic decision-making. Leverage workforce insights to inform talent strategy, organizational planning, and leadership development.

This role is to:

• Develop and implement HR strategies aligned with the company’s vision, values, and business objectives.
• Lead workforce planning, talent acquisition, and succession planning across all functions.
• Champion organizational culture, employee engagement, and change management initiatives.
• Oversee compensation, benefits, and performance management frameworks to ensure competitiveness and fairness.
• Ensure compliance with labor laws and HR-related regulations in Vietnam.
• Build and maintain strong relationships with business leaders to support their HR needs and strategic goals.
• Drive digital transformation and HR technology adoption to enhance employee experience and operational efficiency.
• Lead diversity, equity, and inclusion (DEI) initiatives across the organization.

Job Requirements / Yêu cầu

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Master’s degree, MBA, or relevant postgraduate qualification is strongly preferred.
• Professional HR certifications (e.g., SHRM-SCP, CIPD, HRCI) are an advantage.

Experience

• Minimum of 15 years of progressive HR leadership experience, with at least 5 years in a senior executive role.
• Demonstrated success in leading enterprise-wide HR strategy and transformation initiatives.
• Proven track record in workforce transformation, talent management, organizational development, and cultural change.
• Experience working in regulated industries such as insurance, banking, or financial services is highly desirable.

Knowledge and skill

• Deep understanding of Vietnam’s labor laws, employment regulations, and HR compliance standards.
• Strong strategic thinking and business acumen, with the ability to align HR initiatives with corporate objectives.
• Excellent leadership, stakeholder management, and interpersonal communication skills.
• Proficiency in HR technologies, data analytics, and digital transformation tools.
• Ability to lead change, drive innovation, and foster a high-performance culture.
• Fluent in Vietnamese and English (spoken and written).

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.