Workforce Planning Partner (Senior Manager Level)

The role brings market-specific perspectives, workforceintelligenceand planning recommendations to support workforce strategy developmentand workforce investment decisions. The role also supports the implementation of workforce planning frameworks, governanceprocessesand planning methodologies across the regions.

Principal Accountabilities

Strategic Business Engagement & Workforce Advisory

Partner with LBUHRBPs to understand businesspriorities,workforce challenges.

Provideworkforce planningadvice based onbusinessand marketinsights.

Provide workforce insights and planning considerations to support workforce-related decision making.

Contribute LBU-specific workforce perspectives,risksand opportunities to support group level workforce planning discussions.

Build effective working relationships with HR and Finance stakeholders.

Workforce Planning Facilitation & Governance

Facilitate workforce planning cycles across LBUs and support alignment with group planning requirements.

GuideHR stakeholders through workforce planning methodologies, planning assumptions and governance processes.

Consolidateandanalyseworkforce plans across markets, ensuring consistency and quality of workforce planning outputs.

Support workforce demand and supply planning discussions,identifyingworkforce risks.

Facilitate workforce scenario planning exercises to assess workforce implications of changing business priorities.

Workforce Costing & Financial Planning Integration

Partner with LBU HR and Finance teams to support workforce cost planning, headcountplanningand workforce investment decisions.

Support workforce forecasting and modelling activities through workforce-related data and analysis.

Collaborate with Finance partners to align workforce plans with financial budgeting,forecastingand strategic planning.

Support business education on workforce cost levers (e.g., span of control, role/grade mix, location strategy, clustering).

Workforce Planning Capability & Adoption

Driveadoptionof workforce planning frameworks,toolsand methodologies across.

Build workforce planning capability within HR teams through coaching,facilitationand knowledge-sharing activities.

Conduct workforce planning workshops and capability-building sessions for HR stakeholders.

Promote consistent workforce planning standards and good practices across markets.

Gather stakeholder feedback andidentifyopportunities to improve workforce planning processes and user experience.

Act as a subject matter resource for workforce planning-related queries and support requests.

Workforce Analytics, Insights & Reporting

Analyseworkforce andorganisationaldata toidentifytrends, workforcerisksand capability implicationswhere applicable.

Generate data-driven workforce insights and recommendations to support workforce planning discussions.

Translate workforce analysis into actionable recommendations for workforce planning andorganisationaldecision making.

Identifyemerging workforce trends across markets.

Support workforce planning governance reviews through analytics,reportingand workforce intelligence.

Requirements:

Knowledge & Experience

Degree in Human Resources or equivalent.

Background in workforce planning,organisationaleffectiveness, talent management, HR consulting, HRBP, people analytics, or related fields.

Track recordof partnering with senior HR stakeholders on strategic planning.

Proficiencyin working with workforce,organisational, and analytics data.

Exposure to workforce, budget, ororganisationalplanning processes.

Multi-market, multi-country, or multi-business unit exposure preferred.

Skills & Capabilities

Workforce planning and analytics capability.

Business acumen to connect workforce implications withorganisationalpriorities.

Ability to translate workforce data into actionable insights.

Stakeholder management and relationship-building skills.

Facilitation and influencing skills.

Ability to manage multiple stakeholders and competing priorities.

Clear communication and presentation skills.

Analytical thinking and problem-solving skills.

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.