Pss Director, People Analytics

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 role is part of the HR Enablement function, which is responsible for building horizontal capabilities such as Process Excellence, HR Technology, Reporting & Analytics and HR Operations, these capabilities will form the foundation of the new HR Operating engine for Prudential.

This role will involve creating a strategy, driving change management with stakeholders across all group and local business units, and building a world-class technology enabled People Analytics function. The goal is to establish a single source of truth and transition from a hypothesis-driven HR function to one that is driven by analytics and insights.

The Director of People Analytics will be responsible for leading the practice and is fully accountable for the “Rules, Tools and School” of People Analytics and will drive excellence in the following areas:

- Thought leadership: Framework development for HR Data Model, Data Quality, Governance, Reporting and Data science usage in Prudential HR
- COE and LBU Partnership: Build leading data & insights architecture and HR data products to deliver the HR COEs vision and guiding all LBU market teams to adopt a gold standard of Data definitions, reporting and analytics.
- Service Partners: Work with Group Data Team to build the unified data platform and tap into Value Creation Centres to shape advanced analytics services.
- Collaborate with the Prudential Chief Data Officer to design and develop a holistic view of business and employee data, ensuring global consistency
- Lead the design of a framework for a 360-degree view of employees by integrating internal data (such as engagement and transaction data) and external data (such as compensation benchmarks and social listening data)
- Develop the practice to track engagement data for entire HR lifecycle & programs (e.g., time to fill for TA), measure usage data for HR services and use feedback to improve HR programs (e.g. mobility)
- Manage and maintain a consistent, accurate, and shared HR data across the organization as the single source of truth.
- Define the future HR Data Model, a visual representation of the structure and organization of people data and relationships between data elements.
- Catalogue all reports and group external commitments that contain people data, establishing global definitions for all data metrics within current people reports inventory.
- Establish policies and processes to ensure the accuracy and access control of personal and organizational data in alignment with Data Dictionary, local data regulation (i.e., GDPR) and Group Data Policy (GGM)
- Ensure that people data is accurate and reliable, addressing issues like duplicate records, outdated information, and inconsistencies across systems with regular monitoring and communication with data producer.
- Work closely with Group CHRO, all HR COE Leads (TA, TLC, Reward) and Country CHROs to ensure that their market specific data nuances are represented in a clear insightful way to the GEC and Board for driving effective decisions on people programs.
- Lead the re-design of overall user segment specific dashboards and the development and deployment of use cases for advance predictive analytics, ML Ops etc.
- Work with Industry experts, peers and innovation forums to bring the best HR analytics practices and leading innovations to enable HR vision at Prudential.