Job Opportunities API

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 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. Requirements: Knowledge & Experience • Degree in Human Resources or equivalent. • 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.