People & Workforce Programme Director

Our purpose is to give everyone real confidence to put their money to work. With a heritage dating back more than 175 years we have a long history of innovation in savings and investments combining asset management and insurance expertise to offer a wide range of solutions.

Our two distinct operating segments Asset Management and Life work together to provide access to balanced long-term investment and savings solutions.

Through telling it like it is owning it now and moving it forward together with care and integrity; we are creating an exceptional place to work for exceptional talent.

We will consider flexible working arrangements for any of our roles and also offer work place accommodations to ensure you have what you need to effectively deliver in your role.

Role Overview

Head up the people-focused elements of transformation as a programme specialist within the Chief Transformation Officecreating a coherent plan across all people-related impacts (TUPE organisation design location strategy resource modelling etc.) ensuring robust HR processes and regulatory compliance and partnering closely with HR and CTO leadership to maintain a holistic enterprise-wide people view throughout delivery.

Why This Role Matters

Change and transformation succeed only when people are at the heart of the process. This role ensures that every organisational shift whether insourcing outsourcing or structural redesign is delivered with clarity compliance and care. It bridges the gap between strategic ambition and human impact enabling M&G to build enduring teams protect trust and deliver transformation outcomes without losing sight of what matters most: our people. Ensures M&G has a proactive datadriven view of workforce needs enabling us to anticipate capability gaps shape culture and align people strategy with the transformation ambition rather than reacting to it.

Key Outcomes

• Deliver people impact assessments for 100% of change and transformation initiatives.

• Maintain a real-time FTE waterfall view showing impacts across all programmes (insourcing outsourcing TUPE in/out dual runs growth and resource mix across change portfolio).

• Establish strong integration with HR and Finance for cost modelling resource planning and organisational design decisions.

• Embed location strategy and organisation design principles into all transformation programmes.

• Ensure compliance-proof HR processes for TUPE and other people-related changes with zero breaches.

Core Responsibilities

Own:

• Accountable as the key Integration between the business change teams finance and HR across Life for multiyear enterprisewide programmes with material people operating model and location outcomes. Leads all elements of People related Change.

• Lead insourcing and outsourcing transitions ensuring alignment with HR business partners for all change funded programmes.

• Serve as the central owner for all peoplerelated programmes including bulk hires exits and any TUPE activity ensuring these align to the overall workforce plan and that all SME teams including HR are fully engaged and resourced to support multiple change programmes throughout 2026.

• Deliver people impact assessments and maintain an FTE profiles view across all transformation initiatives.

• Drive organisation design and location strategy for change programmes.

• Partner with Finance for cost modelling and resource planning.

• Build and maintain the multiyear People & Workforce Model covering capability FTE location mix and cultural implications across every transformation initiative.

• Owns the People related Change portfolio budget and benefit realisation plan

• Establishes and leads the People related Change governance forum setting portfolio KPIs and ensuring crossprogramme risk issue and dependency resolution.

• Ensures oversight assurance and coordinated decisionmaking across all programmes. Sets and assures delivery against portfolio KPIs; accountable for crossportfolio risk/issue escalation and resolution.

• Create scenario planning models that allow the CTO and HR to see the downstream implications of strategic decisions (e.g. insourcing vendor changes automation operating model shifts).

Influence:

• Broader HR policy and cultural engagement strategies.

• Workforce planning principles beyond change-funded programmes.

• Talent and capability frameworks to support enduring teams.

• Sets portfolio KPIs and ensures issue/risk escalation and resolution across business units and key functions.

• Shape the enterprisewide approach to workforce forecasting capability development and culture evolution using datadriven insights and predictive analytics.

• Influence longterm strategic workforce decisions (e.g. Future of Work location strategy capability builds internal vs thirdparty mix) through robust modelling.

• Acts as executive point of contact for people related change; ensures regulatory compliance and reputational risk management.

Reporting Lines & Key Relationships

• Direct Reports: Leads People related change programmes working with a team of programme/project managers and specialist leads; coordinates delivery through managers across HR Finance Legal and Operations for intersecting workstreams.

• Reports to: Chief Transformation Officer and dotted line to the HR Director for Life.

Key Relationships:

• HR Business Partners (for alignment and execution)

• Finance (for cost modelling and resource planning)

• Programme Directors and Portfolio Leads (for change delivery integration)

• Legal (for compliance in TUPE and employment law)

• Transformation Office leadership team

Skills & Experience

• A change expert with deep HR knowledge in TUPE organisational design and complex people transitions.

• Change leadership capability able to navigate ambiguity and deliver people outcomes in transformation programmes.

• Commercial acumen for cost efficiency modelling and resource planning.

• Ability to build and maintain multiyear workforce and capability models (FTE role type location cost skills mix outsourcing vs insourcing scenarios).

• Experience building forwardlooking workforce models not just operational resource planning this is about longarc workforce shaping aligned to strategic priorities.

• Ability to translate complex modelling into clear insights options whatifs and executiveready recommendations.

• Strong analytical mindset comfortable interrogating data spotting patterns identifying risks and quantifying people impacts earlier and more accurately than programme teams.

• Stakeholder influence across HR Finance and Transformation leadership.

• Storytelling and engagement skills can bring to life the human impact of change ensuring colleagues feel informed empowered and part of One Team.

• Strong understanding of empowerment and accountability principles within change culture.

Behaviours & Cultural Fit

• Courage to challenge and simplify cuts through complexity to find workable solutions.

• Collaborative One Team mindset partners across HR Finance and Transformation.

• Data-driven yet human-centred balances compliance with empathy.

• Pragmatic and solutions-focused understands the rules and boundaries but can operate in the grey to unblock challenges without compromising integrity.

• Empowerment and accountability champion models the transformation culture.

• Resilient and adaptable thrives in ambiguity and fast-paced change.

• Evidenceled decisionmaker uses data to inform judgement while balancing human impact.

• Futurefocused thinker anticipates the shape of the organisation we need not the one we have today.

Work Level: Integration Leader

Recruiter: Mandy Whitlock

Location: Flexible Location

What we offer:

At M&G were committed to helping you thrive and supporting your wellbeing both at work and beyond. Our benefits are designed to help you balance your professional and personal life while planning confidently for your future. Our UK benefits include:

• As a savings and Investments firm we are proud to offer a valuable pension scheme of 18% with 13% made up of Employer Contributions and 5% Employee Contributions. We also offer Share Save and our Share Incentive Plan together with access to financial wellbeing and support services - to help give you real confidence to put your money to work.

• Enjoy 38 days annual leave including bank holidays with the opportunity to purchase up to 5 extra days and additional flexibility through our Time Off When You Need It policy to balance your work and personal commitments.

• Our market leading Inspiring Families policy includes comprehensive support and paid parental leave covering maternity adoption surrogacy and paternity leave - as supporting families is a core aspect of our inclusive culture.

• Health & Protection cover including Private Healthcare Critical Illness cover and Life Assurance for you with family options - for peace of mind.

To explore more about life at M&G and our full benefits offering visit Life at M&G

We have a diverse workforce and an inclusive culture at M&G underpinned by our policies and our employee-led networks who provide networking opportunities advice and support for the diverse communities our colleagues represent. Regardless of gender ethnicity age sexual orientation nationality disability or long term condition we are looking to attract promote and retain exceptional people. We also welcome those who take part in military service and those returning from career breaks.

M&G is also proud to be a Disability Confident Leader and we welcome applications from candidates with long-term health conditions disabilities or neuro-divergent conditions.

Ifyou need assistanceor an alternative means of applying for a role due to a disability or additional needpleaselet usknow by contacting us at: