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.

Work with teams, managers and key stakeholders to help build organisation and people capability by shaping and implement effective people strategies and activities within the organisation. Leads and coordinates all aspects of a diverse, multi-disciplinary HR project or multiple HR projects, including process reengineering. Utilizes expertise and leadership skills to encourage line managers at different levels to take more responsibility for managing their direct staff and resolve issues to align people strategy much more closely with overall strategic plan.

Roles & Responsibilities

Drive a Fit for Growth Strategic Workforce Planning (SWP) in order to make the organisation future ready.
Respond to the importance of business strategy and planning in order to ensure the availability and supply of people in both number and quality.
Responsible of the achievement milestone on the defined plan in filling new and key critical roles but not limited in building capabilities as identified.
Partner with hiring managers to forecast workforce needs and create robust pipelines.
Lead workforce planning and succession initiatives for critical roles.
Provide consultation to stakeholders to effectively deliver all key people agenda. Encourage line managers at different levels to take more responsibility for managing their people and assist in evaluating the effectiveness of the organisational structure, roles and accountabilities and act as a trusted advisor on these issues to the line managers.
Recommend the development and execution of the HR Agenda for the functions to ensure their alignment with business requirements.
Establish and manage effective relationships with HR and key business stakeholders and play an advisory role in making key decisions.
Partner with subject matter experts from functional HR in driving the people agenda and strategic initiative i.e. total compensation review, performance management cycle, benefits reviews, talent management, robust succession management, training or development initiatives.
Collaborate with functional HR teams to lead and drive the delivery of agreed projects and other initiatives.
Provide business insights and HR requirements to develop HR initiatives that meet the business needs.
Manage escalations in any functions on operational issues of a sensitive nature (issues related to legal, compliance, etc of high impact).
Define and organise the structure to support organisation to allocate resources in the right places to improve efficiency and increases productivity. Responsible to influence strategic decision to improve the overall; effectiveness and efficiency of organisation structure.
Ongoing review to support organisation design or organisation re-design request to align with business strategy but not limited to review complex relationship between tasks, workflow, responsibility and authority and making sure these all support the objective of the business.
Drive Employee Engagement initiatives to support business on annual employee engagement survey and action planning with business. Responsible as the key person to drive employee engagement at all levels.
Lead in annual employee engagement survey initiatives; partnering with line managers in driving completion of the survey and action planning post survey.
Closely monitoring of the execution of action plans at each Division.
Act as strategic partner with business to boost employee satisfaction and engagement.
Address employee concerns and foster a collaborative culture.
HR Analytics & Reporting - Leverage data to track recruitment metrics (time to fill, quality of hire), retention and engagement.
Change Management - Support organizational changes (restructuring, digital adoption) through effective communication and stakeholder alignment.

Job Requirements

Professional Degree or Bachelor's Degree in any field.
At least 8 to 10 years of working experience in the Human Resources field is required for this position. Those with HR Strategic function / experience is an added advantage.
Strategic thinker with strong analytical and stakeholder management skills.
Excellent analytical, presentation, communication and consultation skill.
Strong interpersonal skills – effective in developing and managing relationships.
Ability to execute tasks independently with a strong attention to detail and deadlines.
Good project management skills with past successful experience in handling critical / complex projects.
Ability to manage multiple tasks, efficiently prioritize projects and embrace new challenges.
Ability to confidently interact across all levels of the organisation.

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.

Senior Manager, HRBP