We are committed to helping our employees expand their knowledge, strengthen their skills, and grow continuously through diverse learning and development opportunities tailored to their individual needs. Our programs include formal training, experiential learning, on-demand education, and opportunities to build meaningful professional connections.
Our Approach
Employees have access to a broad selection of development initiatives—from onboarding for new hires to ongoing, role-specific training that blends self-paced and instructor-led learning. This includes simulations, role-play activities, videos, and e-learning modules.
New leaders in the U.S. complete a 20-hour onboarding experience focused on effective and inclusive leadership. Beyond that, we offer numerous resources for leaders to continue honing their leadership capabilities throughout their careers.
Our learning ecosystem covers a wide range of subjects such as technical upskilling, team effectiveness, inclusion, and career growth. Employees also have access to personal development sessions through our Employee Assistance Program (EAP).
To foster hands-on growth, short-term assignments are available for employees to develop skills outside their usual roles. Additional opportunities include job rotations, shadowing, mentoring, and educational assistance for further skill advancement.
We also offer internship and rotational programs designed to help college students and recent graduates gain valuable career experience.
Leaders regularly provide feedback and guide employees through reflection and development planning. We encourage a culture of continuous learning—where employees assess their progress, exchange feedback with peers, and collaborate with their managers on future growth plans.
2024 Actions and Performance
Progress Toward Our Goals
We continue to expand access to and engagement in our enterprise-wide learning programs. By the end of 2025, our goals include:
Increasing overall employee participation in our core learning programs by 15%. Collecting and centrally managing engagement data for 100% of our enterprise learning programs to better connect learning with business outcomes. Making half of our core learning programs available in Spanish. Cross-training facilitators to deliver 50% of our key programs. Our Approach
Employees have access to a broad selection of development initiatives—from onboarding for new hires to ongoing, role-specific training that blends self-paced and instructor-led learning. This includes simulations, role-play activities, videos, and e-learning modules.
New leaders in the U.S. complete a 20-hour onboarding experience focused on effective and inclusive leadership. Beyond that, we offer numerous resources for leaders to continue honing their leadership capabilities throughout their careers.
Our learning ecosystem covers a wide range of subjects such as technical upskilling, team effectiveness, inclusion, and career growth. Employees also have access to personal development sessions through our Employee Assistance Program (EAP).
To foster hands-on growth, short-term assignments are available for employees to develop skills outside their usual roles. Additional opportunities include job rotations, shadowing, mentoring, and educational assistance for further skill advancement.
We also offer internship and rotational programs designed to help college students and recent graduates gain valuable career experience.
Leaders regularly provide feedback and guide employees through reflection and development planning. We encourage a culture of continuous learning—where employees assess their progress, exchange feedback with peers, and collaborate with their managers on future growth plans.
2024 Actions and Performance
Progress Toward Our Goals
We continue to expand access to and engagement in our enterprise-wide learning programs. By the end of 2025, our goals include:
2024 progress highlights:
75% of our core programs are now offered in Spanish, exceeding our 50% goal. Facilitator cross-training has been achieved for 50% of our core programming. Learning data tracking is fully implemented, and we remain on track to centralize data management by the end of 2025. Participation rates declined by an average of 23% in 2024, falling short of our participation target. To address this, we are actively promoting our learning programs and ensuring alignment with both business priorities and employee needs. As our data collection improves, we will continue refining participation goals to remain realistic and relevant.
Learning and Growth Opportunities
In 2024, employees completed 92,924 hours of voluntary learning and development, averaging about 4.7 hours per employee. Leaders accounted for 13,382 hours of voluntary learning.
Approximately 162 employees took part in our Educational Assistance Program, which provided over $993,799 in financial support for job-related education.
We also welcomed 219 interns in 2024, maintaining a strong focus on early and mid-career talent. Our intern-to-full-time conversion rate was 69%.
Our partnerships with organizations such as Jobs for America’s Graduates (iJAG), Girls Who Invest, Sponsors for Educational Opportunity, Organization of Latino Actuaries (OLA), Association of Latino Professionals for America (ALPFA), and the International Association of Black Actuaries strengthen our ability to connect with diverse talent and showcase career opportunities at Principal.
In 2024, we also launched a 12-month apprenticeship program for early-career roles, designed to support individuals without four-year degrees or prior experience in financial services. Early results are promising, and we look forward to sharing outcomes once the first cohort completes the program.
Additionally, 96.1% of global employees participated in annual performance reviews, creating valuable opportunities for feedback, reflection, and goal setting for the year ahead.
Looking Ahead to 2025
Our 2025 plans include:
Investing in strategic upskilling in areas such as data and AI literacy. Launching new initiatives to strengthen talent readiness and succession planning. Enhancing our learning technology and data platforms to deliver better employee experiences and measurable business insights. Expanding the visibility, accessibility, and global reach of our learning programs. Learning and Growth Opportunities
In 2024, employees completed 92,924 hours of voluntary learning and development, averaging about 4.7 hours per employee. Leaders accounted for 13,382 hours of voluntary learning.
Approximately 162 employees took part in our Educational Assistance Program, which provided over $993,799 in financial support for job-related education.
We also welcomed 219 interns in 2024, maintaining a strong focus on early and mid-career talent. Our intern-to-full-time conversion rate was 69%.
Our partnerships with organizations such as Jobs for America’s Graduates (iJAG), Girls Who Invest, Sponsors for Educational Opportunity, Organization of Latino Actuaries (OLA), Association of Latino Professionals for America (ALPFA), and the International Association of Black Actuaries strengthen our ability to connect with diverse talent and showcase career opportunities at Principal.
In 2024, we also launched a 12-month apprenticeship program for early-career roles, designed to support individuals without four-year degrees or prior experience in financial services. Early results are promising, and we look forward to sharing outcomes once the first cohort completes the program.
Additionally, 96.1% of global employees participated in annual performance reviews, creating valuable opportunities for feedback, reflection, and goal setting for the year ahead.
Looking Ahead to 2025
Our 2025 plans include:
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