Workforce Planning Partner (Senior Manager Level)

Job description

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. Workforce Planning Partner Job Summary The Workforce Planning Partner supports the development and execution of workforce planning activities across Prudential's Local Business Units (LBUs). The role partners with LBU HR and workforce planning stakeholders to facilitate workforce planning cycles, provide workforce insights and recommendations, elevated workforce planning capabilities, support workforce-related decision making, and drive adoption of workforce planning practices. T he role brings market-specific perspectives, workforce intelligence and planning recommendations to support workforce strategy development and workforce investment decisions. The role also supports the implementation of workforce planning frameworks, governance processes and planning methodologies across the regions. Principal Accountabilities Strategic Business Engagement & Workforce Advisory Partner with LBU HRBP s to understand business priorities, workforce challenges. Provide workforce planning advice based on business and market insights . Provide workforce insights and planning considerations to support workforce-related decision making. Contribute LBU-specific workforce perspectives, risks and 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. Guide HR stakeholders through workforce planning methodologies, planning assumptions and governance processes. Consolidate and analyse workforce plans across markets, ensuring consistency and quality of workforce planning outputs. Support workforce demand and supply planning discussions, identifying workforce 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, headcount planning and 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, forecasting and strategic planning. Support business education on workforce cost levers (e.g., span of control, role/grade mix, location strategy, clustering). Workforce Planning Capability & Adoption Drive adoption of workforce planning frameworks, tools and methodologies across. Build workforce planning capability within HR teams through coaching, facilitation and 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 and identify opportunities 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 Analyse workforce and organisational data to identify trends, workforce risks and capability implications where applicable . Generate data-driven workforce insights and recommendations to support workforce planning discussions. Translate workforce analysis into actionable recommendations for workforce planning and organisational decision making. Identify emerging workforce trends across markets. Support workforce planning governance reviews through analytics, reporting and workforce intelligence. Knowledge & Experience Background in workforce planning, organisational effectiveness, talent management, HR consulting, HRBP, people analytics, or related fields. Track record of partnering with senior HR stakeholders on strategic planning. P roficiency in working with workforce, organisational , and analytics data . Exposure to workforce, budget, or organisational planning processes. Multi-market, multi-country, or multi-business unit exposure preferred. Skills & Capabilities Workforce planning and analytics capability. Business acumen to connect workforce implications with organisational priorities. 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.