EuP Group

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.

The position is critical in driving HR solutions and being a trusted partner to oversight and support all people matters in our North Office. The incumbent will assist the Head of Strategic Business HR and the relevant stakeholders in supporting the business requirements and delivering the HR agenda for the relevant functions through operational effectiveness and strategic partnership. People Solutions Advisor will also be in charge for implementation of key functional initiatives and HR related projects, leveraging the specialist skills available within the country HR, including strategic workforce plan, culture development, performance management, strategic resourcing, talent management and leadership development initiatives

Culture And Organization

To liaise with Business partner & internal HR teams (CoE, TA) to define People & Organization Design Plan. Advise people solutions for people managers, employees and drive for the implementation and effectiveness of people solutions within the business, this position is responsible to:

• Involve and engage in all organization and people changes within their focused business line including HR policy advice, people related affairs and legal process management (termination, compensation process etc.
• Support cultural changes across the team through a variety of different methods, including implementing action plans following the Staff Survey, enabling managers to more effectively manage their staff.
• Liaise with HR CoE teams and people managers to enhance organization efficiency by providing advisory, solution to Partners on how to manage resources effectively through productivity management, skillset uplift, career movement.
  
  
  

Workforce Planning & Development

• Drive the implementation of capability and career development for identified critical/core roles following Strategic Workforce Plan
• Ensure the “Future Leaders Group” well-managed in terms of setting career planning and actions, skill development progress
• Provide coaching to Managers and Talents within function in charged for development and retention
• Coordinate with OD team to enhance leadership and management capabilities.
  
  
  

Employee Experience Journey & Relations

• Ensure we have a great Employee experience journey for partners from On-boarding process to the Exit stage.
• Closely work with other HR teams to ensure that all HR policies and procedures are regularly reviewed and continue to reflect both up-to-date employment law and best practice.
• Support employee engagement processes by supporting the Specialist team or CHRO at the Staff Forum (Town Hall meeting, Staff event, etc), Annual Staff Survey with its action plan related to the in-charge partners
• Liaise with all Managers to ensure that all job descriptions are updated
  
  
  

Remuneration Practice

• Support business heads on compensation decisions to follow salary structure
• Make sure job matching and job evaluation well-updated at annual basis
  
  
  

Performance Management

• Provide advice and solutions for business leaders to build high-performing team.
• Execute the Performance Management cycle for staffs, from objective setting to year-end review as per the timeline and guideline from CoE team.
• Follow up and advise employees and people managers on developing & executing Performance Improvement Plan
  
  
  

Talent Management And Acquisition

• Be responsible to identify, assess, develop and retain Talents in Talent management process by coordinating with Talent Management team
• Act as an ambassador in acquire external talents through different methods
  
  
  

Strategic Partnership

• Assess and anticipate HR-related needs of their partners. Consult their partners on Human Resources solutions and plan to resolve the resource challenges and build future readiness
• Communicate needs proactively with HR COE's (Centers of Expertise) to develop integrated solutions.
• Partners across HR functions to deliver value added service to their partners.
  
  
  

Other Tasks As Assigned By Managers

Job Accountability / Trách nhiệm chính

• Play critical role to advise business partner on implementing the Org Health, building effective people plan including succession planning, talent development & people engagement and retention
• Advise people managers or employees on people-related topics including learning and career development, remuneration, engagement, leadership, personal or professional issues
• Act as Coach / Mentor for People Managers, Talents …
• Ensure the effectiveness of organizational change management aligned with business and operating model change
• Ensure workforce including mindset, capabilities and values in alignment with Prudential culture
• Be accountable for driving workforce optimization and transformation in line with business ambition & direction
• Ensure the experience of employees across all HR touchpoints is well managed.
  
  
  

Job Requirements

Qualifications : Bachelor degree

Experience And Knowledge

• Having Management experience of HR Business Partnering, People development, Strategic Workforce Plan with minimum 5-6 years of experiences
  
  
  

Skill

• People and Stakeholder Engagement, Management & Influencing
• Critical thinking & sound judgement
• Data-driven and Solution-oriented mindset
• Customer Orientation
• Business acumen and advisory skill
• Employee Relation Management
  
  
  

Core Competencies

Leadership Capability Model – Advanced level

Core Values

Fit with Prudential Core Values

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.