Sobre esta vaga de Senior Manager, Workforce Planning Business Intelligence na Prudential plc
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.
This is a 12-month fixed term.
Key Responsibilities
Data Analysis, Monitoring & Visualization
Develop and maintain standardized dashboards and visualisations (e.g., CHRO/CFO executive packs, LBU scorecards, forecast accuracy trackers) that highlight enterprise-level patterns, cross-market dynamics, and key workforce metrics.
Design analytical models and monitoring frameworks that validate planning assumptions, highlight supply gaps, and surface trends in productivity, attrition, cost, and location strategy.
Define and manage thresholds, alert rules, and “Signal Library” logic (e.g., forecast variance, hiring surges, attrition hotspots) to trigger automated insights and deeper diagnostic analysis.
Deliver cadence-based reporting frameworks (monthly, quarterly) and reusable templates aligned with planning cycles to enable timely, consistent visibility across markets.
Insight Generation & Decision Support
Build BI products and reusable insight modules that generate actionable views on workforce trends, performance metrics, and emerging risks to support strategic decision-making.
Develop self-service analytical toolkits (e.g., scenario model kits, intervention effectiveness scorecards, segmentation dashboards) that enable stakeholders to run their own demand–supply and workforce-risk analyses.
Configure and maintain productivity and cost-efficiency models, human capital risk segmentation dashboards, and other enterprise BI assets to support scenario and capacity planning.
Create standard data stories, commentary structures, and narrative templates so that insights are communicated in a clear, consistent way across markets and leadership forums.
Establish Insight-to-Action metrics to track how BI outputs are used and to measure the impact of workforce planning interventions over time.
Develop benchmarking packs and comparative views using internal and external data, enabling markets to position their workforce outcomes against agreed benchmarks.
Financial & Cost Integration
Build BI components that help stakeholders understand cost levers (e.g., span of control, grade mix, location strategy) and embed these into reusable planning and reporting tools.
Design simulation and scenario modules to assess the financial and productivity implications of organisational changes (e.g., hierarchy flattening, team consolidation, automation, vendor shifts).
Develop analytics to test workforce scalability and agility under different stress scenarios (e.g., hiring pauses, rapid expansion) and embed these within planning tools for ongoing use.
Tools & Process Optimization
Enhance management reporting tools (e.g., Office Connect templates, adaptive planning dashboards) and other efficiency enablers to streamline and standardise planning processes across markets.
Define, document, and institutionalise key workforce planning metrics, methodologies, and reporting standards that guide decision-making and support strategic actions across the enterprise.
Enforce standardized methodologies, metric definitions, and reporting frameworks to ensure comparability, reliability, and governance of workforce analytics across markets and functions.
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Job Requirements:
Advanced proficiency in Power BI or Tableau, SQL, and either Python or R for modelling and automation.
Hands-on experience with Workday Adaptive Planning (or similar planning and reporting platforms).
Demonstrated capability in driver-based forecasting, scenario modeling, and structuring complex analytics into clear, executive-ready outputs.
Excellent communication and stakeholder management skills, with the ability to collaborate effectively with senior leaders, HR, and Finance.
Knowledge of workforce design, organisation effectiveness, and benchmarking methodologies.
Familiarity with location strategy, clustering, and cost-optimisation levers is an advantage.
Consulting background or COE experience in HR/Finance, particularly in building scalable BI solutions and standards, is preferred.
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.
