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.

As the Head of HR at the respective areas the HRBP serves, the incumbent will advise all relevant stakeholders in supporting the business requirements and delivering the HR agenda through strategic partnership, change management and operational effectiveness. Have a keen understanding of the business to implement HR strategies and practices leveraging the specialist skills available within HR, including, performance, reward & HR operations, recruitment, industrial relations, HR governance, talent management and learning development initiatives that supports robust business growth.

Drive a “Fit for Growth” Strategic Workforce Planning (SWP) in order to make the organisation future ready.

• Development and implementation of a comprehensive SWP strategy.
• Percentage of workforce aligned with future business needs.
• Reduction in skill gaps identified through SWP.
• Improvement in workforce productivity metrics.
• Regular updates and reviews of SWP strategy.
• Engagement levels of employees in SWP initiatives.
• Feedback from stakeholders on SWP effectiveness.

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.

• Number of consultations provided to stakeholders.
• Stakeholder satisfaction scores.
• Implementation rate of recommended changes.
• Improvement in organizational structure and role clarity.
• Frequency of consultation sessions.
• Quality of advice and support provided.
• Feedback from line managers on consultation effectiveness.

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

• Successful completion of strategic HR initiatives (e.g., compensation reviews, performance management).
• Alignment of HR initiatives with business goals.
• Improvement in employee performance and satisfaction metrics.
• Collaboration frequency with HR-COEs/experts.
• Timeliness and effectiveness of HR initiatives.
• Feedback from employees and managers on HR initiatives.

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.

• Efficiency improvements in resource allocation.
• Increase in productivity metrics.
• Reduction in operational costs.
• Strategic decisions influenced by organizational structure recommendations.
• Regular reviews of organizational structure.
• Implementation rate of structural changes.
• Feedback from departments on structural efficiency.

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.

• Employee engagement survey participation rates.
• Improvement in employee engagement scores.
• Number of engagement initiatives implemented.
• Reduction in employee turnover rates.
• Frequency of engagement activities.
• Quality and impact of engagement initiatives.
• Feedback from employees on engagement efforts.

HR Analytics & Reporting.

• Accuracy and timeliness of HR reports.
• Utilization rate of HR analytics in decision-making.
• Improvement in HR metrics (e.g., turnover, absenteeism).
• Regular updates and dissemination of HR reports.
• Training provided to managers on using HR analytics.
• Feedback from stakeholders on the usefulness of HR reports.

Change Management.

• Successful implementation of change initiatives.
• Employee adoption rates of new processes or systems.
• Reduction in resistance to change.
• Improvement in performance post-change implementation.
• Frequency of change management training sessions.
• Quality of communication during change initiatives.
• Feedback from employees on change management processes.

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.