Compensation and Talent Acquisition teams are often working toward the same hiring goals, but from very different angles. Recruiters are focused on candidate experience and filling roles quickly, while compensation teams are balancing market competitiveness, internal equity, and long term sustainability. Without strong alignment, those differing priorities can create frustration on both sides.

When Eric Weinberg joined Prudential, the relationship between Talent Acquisition and Total Rewards lacked consistency, collaboration, and trust. Rather than continuing to manage the friction case by case, his team focused on building a more structured and collaborative approach across HR.

This session will walk through the practical changes the organization made to improve partnership and decision making across teams. Attendees will hear how Prudential created clearer guidelines around recruiter decision making, expanded recruiter access to compensation data and training, clarified roles across Talent Acquisition, HRBPs, hiring managers, and Compensation using the DARE model, and reinforced a stronger “One HR” approach when working with business leaders.

Attendees will leave with practical ideas for creating clearer decision making guidelines, improving alignment between Compensation and Talent Acquisition, helping recruiters better navigate market data and internal equity considerations, and building a more unified HR partnership with hiring leaders and candidates.