Workforce Planning Partner (Senior Manager Level)

JobSummary

The Workforce Planning Partner supports the development and execution of workforce planning activities across Prudentials Local Business Units (LBUs). The role partners with LBU HR and workforce planning stakeholders tofacilitateworkforce planning cycles provide workforce insights and recommendations elevated workforce planning capabilities support workforce-related decision making and drive adoption of workforce planning practices.

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 businessprioritiesworkforce challenges.

• Provideworkforce planningadvice based onbusinessand marketinsights.

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

• Contribute LBU-specific workforce perspectivesrisksand 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 discussionsidentifyingworkforce 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 budgetingforecastingand 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 frameworkstoolsand methodologies across.

• Build workforce planning capability within HR teams through coachingfacilitationand 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 analyticsreportingand workforce intelligence.

Requirements:

Knowledge & Experience

• Degree in Human Resources or equivalent.

• Background in workforce planningorganisationaleffectiveness talent management HR consulting HRBP people analytics or related fields.

• Track recordof partnering with senior HR stakeholders on strategic planning.

• Proficiencyin working with workforceorganisational 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.