Job Classification:

As the Vice President, AI Workforce Transformation Leader, you will serve as the architect for an AI‑enabled work redesign. In this newly created, high‑impact role, you will help shape the future of how Prudential works by driving the cultural, workforce, and organizational shifts required to fully realize the value of AI. You will help define the vision, frameworks, and operating models that enable human‑AI teaming, accelerate adoption, and position Prudential’s workforce for long‑term success in an AI‑augmented environment.

This role reports jointly to the Chief Talent & Capability Officer and the Chief Data and AI Officer. You will co‑own the AI workforce transformation strategy with the CDAIO, with direct access to technical roadmaps, platform adoption data, and engineering resources to inform your planning. Through this partnership, you will guide decisions on job transformation, talent strategy, and organizational change across every division and geography. Through scalable, human‑centered models, you will strengthen business agility, elevate productivity, and ensure Prudential is equipped to lead in a rapidly evolving digital landscape.

Strategic Context and Impact

This role exists at a pivotal moment for Prudential. The technology foundation is largely in place; what remains is the harder, more important work of transforming how our people work, how we develop talent, and how we lead through unprecedented change. You will operate within the following enterprise context:

• You will lead workforce transformation across a global footprint including the U.S., Japan, Brazil, Mexico, and Global Capability Centers in India and Ireland, each with distinct regulatory, cultural, and talent dynamics.
• Your workforce strategies will directly determine Prudential’s ability to capture value at stake for efficiencies across the workforce.
• The Enterprise Agentic AI Platform enters production in 2026, introducing autonomous AI agents that fundamentally change how work is supervised and how jobs are structured.
• Prudential has a $76.3M FY26 Data and AI portfolio investment, with 300+ AI use cases in flight across 18 business units and 75+ deployed AI solutions.

Here is What You Can Expect on a Typical Day

• Shape and champion the vision for AI‑enabled job and work redesign, ensuring leaders and teams are aligned and inspired to adopt new ways of working.
• Develop and evolve the organizational and work redesign roadmap, translating strategy into clear frameworks, priorities, and decision structures.
• Define the guiding principles for human–AI teaming, informing workforce planning, leadership expectations, and role evolution across the enterprise.
• Design the organizational model for human‑agent collaboration, addressing how teams function when some members are AI agents, how work is delegated between humans and autonomous systems, and what new governance structures are required.
• Lead the workforce strategy for agentic AI adoption, including defining new roles for agent supervision and quality governance, establishing accountability frameworks for autonomous AI decisions, and planning workforce transitions as AI agents assume multi‑step workflow execution.
• Design agile, modular organizational structures that promote cross-functional collaboration, rapid execution, and scalable adoption of AI‑driven work models.
• Maintain and refine a standardized AI delivery framework that supports consistent scaling, adaptation, and integration across businesses and geographies.
• Streamline processes and embed agile ways of working to improve execution speed, enhance learning cycles, and accelerate the deployment of AI solutions.
• Lead the creation and continuous improvement of global work and role redesign processes, including enterprise playbooks, toolkits, and localization guidelines.
• Build and nurture a collaborative ecosystem that enables knowledge sharing, cross-functional alignment, and efficient use of AI talent and resources.
• Oversee governance for AI‑enabled work redesign, integrating risk, ethics, privacy, compliance, and change management into all workforce‑related AI initiatives.
• Review and guide all talent‑ and work‑related AI initiatives, ensuring they meet enterprise standards and follow appropriate governance pathways.
• Represent the People organization on the AI Steering Committee, shaping decisions that guide enterprise transformation and people‑technology integration.
• Optimize the deployment and development of AI talent, ensuring skills are aligned to high‑value work and workforce plans support enterprise needs.
• Design and evolve technical career paths, competency frameworks, and talent development strategies that build and retain AI capabilities.
• Partner to deliver the Innovation Academy, cultivating enterprise fluency, experimentation, and shared learning around AI‑enabled work.
• Define and track KPIs that measure the value, productivity, adoption, and ROI of work redesign efforts.
• Ensure work redesign efforts drive measurable business impact, remain responsive to global needs, and evolve with new insights and emerging trends.

The Skills & Expertise You Bring

• Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field; advanced degree preferred.
• Proven experience leading workforce strategy, organizational design, and large‑scale transformation in complex, matrixed environments, acting as a strategic architect who translates enterprise strategy into scalable, actionable work and organizational models.
• Demonstrated ability to design enterprise-wide strategies that connect people, technology, and business value while building ecosystems that enable transparency, alignment, and shared learning across functions.
• Expertise in job redesign, organizational model transformation, and human–AI teaming, with a future‑of‑work mindset that anticipates trends and advocates for adaptive change.
• Strong understanding of AI/ML concepts and their implications for roles, skills, leadership, and culture, with the ability to translate complex AI capabilities into practical workforce, process, and business impacts.
• Track record of leading high‑impact change, shaping culture, and guiding organizations through ambiguity with clarity, influence, and strong storytelling, driving adoption of new ways of working.
• Demonstrated ability to design and lead enterprise change management strategies that address employee anxiety, build psychological safety for experimentation, and sustain engagement through multi‑year transformation.
• Experience leading workforce transformation across multiple geographies with distinct regulatory environments, labor markets, and cultural contexts, including capability center strategy and integration.
• Experience developing talent architectures, career paths, competency models, and learning ecosystems that integrate people and technology to advance enterprise priorities.
• Strong grounding in governance, ethics, compliance, and responsible AI principles, with the ability to design talent and org strategies that balance innovation with disciplined risk management.
• Skilled in establishing KPIs, measuring business outcomes, and using data to ensure work redesign delivers meaningful value, productivity gains, engagement, and ROI.

• Market competitive base salaries, with a yearly bonus potential at every level. 
• Medical, dental, vision, life insurance, disability insurance, Paid Time Off (PTO), and leave of absences, such as parental and military leave. 
• 401(k) plan with company match (up to 4%). 
• Company-funded pension plan. 
• Wellness Programs including up to $1,600 a year for reimbursement of items purchased to support personal wellbeing needs. 
• Work/Life Resources to help support topics such as parenting, housing, senior care, finances, pets, legal matters, education, emotional and mental health, and career development.  
• Education Benefit to help finance traditional college enrollment toward obtaining an approved degree and many accredited certificate programs.  
• Employee Stock Purchase Plan: Shares can be purchased at 85% of the lower of two prices (Beginning or End of the purchase period).

Eligibility to participate in a discretionary annual incentive program is subject to the rules governing the program, whereby an award, if any, depends on various factors including, without limitation, individual and organizational performance. To find out more about our Total Rewards package, visit Work Life Balance | Prudential Careers. Some of the above benefits may not apply to part-time employees scheduled to work less than 20 hours per week.  

Prudential Financial, Inc. of the United States is not affiliated with Prudential plc. which is headquartered in the United Kingdom.