Senior Manager, HR Business Partner

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 strategic partnering role supporting senior business leaders across the organisation. You will act as a trusted adviser, thought partner and constructive challenger—helping leaders make sound people and organisational decisions while balancing business priorities, employee experience, internal HR policies and the governance expectations of a highly regulated insurance environment. You will bring a strong understanding of the insurance business and its operating environment, together with the commercial acumen and HR judgement to navigate complex people decisions. The successful candidate will be comfortable operating at both strategic and practical levels: seeing the bigger picture, challenging the status quo, translating business needs into people solutions, and ensuring that HR interventions ultimately contribute to business performance.

1. Strategic Business Partnering ·       Partner closely with senior leaders and people managers to understand their business strategies, priorities, challenges and workforce implications. ·       Translate business strategy into practical people priorities and HR interventions that support sustainable business performance. ·       Act as a trusted adviser and sounding board to leaders on organisation, people and culture matters. ·       Proactively identify people-related risks, opportunities and trends before they become business issues. ·       Constructively challenge business leaders where proposed people decisions may create employee, policy, governance, regulatory or organisational risks. ·       Provide pragmatic solutions that balance business agility, employee experience, internal HR policies and governance requirements. ·       Build strong relationships with business leaders while maintaining appropriate HR independence and professional judgement.   2. Insurance Business & Workforce Understanding ·       Develop a strong understanding of the insurance business, including its commercial drivers, operating model, distribution channels, customer proposition and regulatory environment. ·       Anticipate workforce implications arising from business growth, transformation, digitalisation, productivity initiatives and changes in the insurance landscape. ·       Partner with leaders to ensure the organisation has the right capabilities, structures and talent to support future business needs. ·       Provide HR perspectives on business decisions and help leaders understand the people, capability and organisational implications of their choices.   3. Organisation Effectiveness & Workforce Planning ·       Partner with business leaders on organisation design, workforce planning, spans and layers, role clarity and productivity. ·       Challenge and advise on headcount requirements, resource allocation and organisational structures to ensure resources are deployed effectively. ·       Use workforce and people data to identify trends, risks and opportunities and translate insights into actionable recommendations. ·       Support organisation transformation and restructuring initiatives, ensuring appropriate people planning, communication and change management.   4. Talent, Succession & Capability ·       Partner with leaders to identify critical roles, talent gaps and future capability requirements. ·       Drive robust talent reviews, succession planning and career