Capability and Upskilling Senior Manager

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.

Job Summary

At Prudential, we believe that our people are our greatest asset. We are a forward-thinking organisation that values continuous learning, growth and innovation. As we expand, we are seeking a strategic and dynamic HR Manager who will be pivotal in shaping the future of our Operations workforce by implementing strategic workforce planning, developing career paths, and creating robust people development programs. The HR Manager will play a critical role in driving the delivery of people programs such as forecasting workforce needs, building & promoting career progression frameworks, and developing comprehensive learning and development programs that support both employee growth and organisational success. The ideal candidate will be both strategic and hands-on, with a passion for fostering a culture of continuous learning and career advancement.

Key Responsibilities

Strategic Workforce Planning:

• Support the implementation of the strategic workforce plan that aligns with the Prudential’s goals and future needs
• Work together with the HR Director to identify critical skills, capabilities and talent gaps
• Conduct data-driven workforce analysis to anticipate future needs, including headcount forecasting, succession planning, and talent pipeline development.
• Develop actionable plans retention, and development to ensure the right people are in the right roles at the right time
  
  
  

Career Path Development

• Support the implementation of clear, transparent career paths across all levels to Functions to support internal mobility and career progression.
• Collaborate with key stakeholders, including department heads to define competencies and skills needed for each career path for creating career path framework that guide employee development.
• Ensure career paths are communicated effectively and are accessible to all employees, promoting internal talent growth
• Collaborate with key stakeholders to establish metrics and success measures for career progression, ensuring alignment with Prudential’s strategic goals.
  
  
  

People Development Programs

• Implement people development programs aimed at upskilling and reskilling employees at all levels
• Implement leadership development programs to build a strong pipeline of future leaders within Prudential
• Work closely with internal stakeholders and external partners to provide high-quality people development opportunities
• Continuously assess and improve people development programs based on employee feedback and company performance outcomes
  
  
  

Employee Engagement and Retention

• Lead initiatives that promote a culture of continuous learning, professional growth and high employee engagement
• Work closely with key stakeholders to foster an inclusive, collaborative, and performance-oriented culture
• Analyse employee surveys to gauge the effectiveness of people development programs and workforce planning efforts
• Implement employee engagement programs to enhance employee retention and engagement
• Design and implement new hire onboarding program to strengthen employee experience
• Support any of Group’s strategic people initiatives
  
  
  

Data and Reporting

• Use HR Analytics and data insights to track the effectiveness of workforce planning and people development programs
• Provide regular reports and updates to leadership on the progress of workforce planning, career pathing
  
  
  

Other People Programs

• Manage projects and programs in the CHRO office to meet time, cost, and quality objectives, as may be assigned
• Ensure all program and project documentation requirements are complete and maintained, as may be assigned
• Serve as direct Project Manager for HR programs that may be assigned by the CHRO
  
  
  

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Education, or a related field (Master’s degree preferred).
• Proven experience in Capability Building and upskilling digital transformation, with a strong track record of successful implementation
• Minimum of 8 years of experience in HR, with a focus on workforce planning, people capability development, and career pathing. Relevant experience working in the Technology or Insurance industry and/or domain is a plus
• Proven experience in developing and implementing strategic workforce planning and people capability development programs
• Experience in HR and/or learning management systems (LMS) like Workday, Udemy and Pluralsight is a plus
  
  
  

Mandatory Skills

• Strong project management skills, with the ability to manage multiple initiatives with great attention to detail.
• Self-starter with a strong bias to driving results and outcomes.
• Excellent communication, collaboration, and stakeholder management skills
• Ability to analyse workforce data and translate insights into actionable strategies
• Strong ability to work independently, be self-driven and work in ambiguity
  
  
  

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.