Agency Compensation Executive

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.