Agency Compensation Executive

Prudential plc is hiring an Agency Compensation Executive. Level rates it ; you can apply on Prudential plc.

Level's read on this job

On Level's scale, this role is Little AI ●○○○: aI is not part of the work.
Level classifies it as an executive role.
Level lists 437 other open roles at Prudential plc.

AI in this role

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 Agency Compensation Executive is responsible for the end-to-end management of agency remuneration frameworks, including commission structures, incentive design, performance tracking, and impact assessment. The role ensures compensation schemes are competitive, aligned with business strategy, and drive agent activity, productivity, retention, and growth.

1. Compensation Design & Strategy

Develop and periodically review agency commission structures across product lines
Monitor industry trends and recommend enhancements to existing compensation and incentive frameworks.
Design innovative incentive schemes to drive: Active Agents, productivity, persistency, recruitment and retention
Benchmark compensation structures against competitors and market trends.
Ensure alignment with company strategy and regulatory requirements.

2. Incentive Planning & Rollout

Plan and execute ad-hoc and periodic incentive campaigns.
Develop clear mechanics, qualification criteria, and payout structures.
Partner with Sales and Agency teams to ensure effective communication and adoption.
Create launch materials including brochures and presentations.
Identify opportunities to improve incentive effectiveness based on performance insights.

3. Performance Tracking & Analytics

Track agent performance against incentive targets and KPIs
Automate reporting and tracking processes where possible.
Build and maintain performance dashboards and recurring reports for monitoring incentive outcomes.
Analyze program outcomes and provide insights to optimize future programs.

4. Financial Oversight & Governance

Model and forecast incentive costs and commission payouts.
Ensure accuracy and integrity of compensation calculations.
Work with Finance to reconcile payouts and manage budgets.
Maintain documentation and audit trails for all compensation programs.

5. Stakeholder Management

Collaborate with Sales leadership, Finance, HR, and IT / Analytics teams.
Serve as a trusted advisor and provide data-driven recommendations on compensation-related decisions.

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.

How we rate this

Agency Compensation Executive at Prudential plc rates 34 out of 100 for how much of the daily work is AI. That makes it Little AI (AI Level 1 of 4). The level is about AI in the job, not seniority.

Classification

Little AI. AI is not part of the work.

●●●● Builds AI80 to 100
●●●○ Works on AI60 to 79
●●○○ Uses AI40 to 59
●○○○ Little AI0 to 39

Levels come from how often the tools, models and workflows of the role are named in the posting itself. Read the description and count the AI tools, models and workflows it names.