Director, People Analytics

Overview

Director, People Analytics role at Prudential plc. This role is part of the HR Enablement function, responsible for building horizontal capabilities such as Process Excellence, HR Technology, Reporting & Analytics and HR Operations to form the foundation of Prudential's HR Operating engine. The goal is to establish a single source of truth and shift from a hypothesis-driven HR function to one driven by analytics and insights. The role involves creating a strategy, driving change management with stakeholders across group and local business units, and building a world-class technology-enabled People Analytics function.

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.

• 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.

• Director

• Full-time

• Human Resources