Senior Manager, Talent Acquisition Business Partnernew

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.

We are looking for an experienced Senior Manager, Talent Acquisition Business Partner to lead and deliver talent acquisition for assigned business portfolios within the Value Creation Centre (VCC), while also providing HR Business Partner support across functions.
This is an individual contributor and hands-on role, with Talent Acquisition as the primary focus. The role will work closely with business leaders, hiring managers, HR Business Partners and the wider Talent Acquisition ecosystem to translate business demand into effective hiring strategies and deliver recruitment outcomes. The individual will be supported by TA resources, vendors and other partners as appropriate. As part of the HRBP remit, the role will support the people agenda for assigned business areas and partner with other HRBPs across key people processes. The role reports to the Head of HR, VCC.

Talent Acquisition

• Lead end-to-end Talent Acquisition for assigned business portfolios, working closely with business leaders and hiring managers to understand workforce demand, hiring priorities and critical capability requirements.
• Translate hiring demand into practical recruitment plans and sourcing strategies aligned with business requirements.
• Partner with hiring managers to clarify role requirements, candidate profiles and selection criteria and ensure appropriate hiring readiness.
• Take a hands-on role across the recruitment lifecycle, including sourcing, candidate screening, recruiter interviews, selection coordination, offer management and candidate closure.
• Leverage internal TA resources, sourcing channels, recruitment vendors and coordinators to build strong candidate pipelines and deliver against hiring requirements.
• Build and maintain talent pipelines for critical and recurring skill requirements.
• Provide hiring managers and business leaders with relevant talent-market insights, pipeline information and recommendations to support hiring decisions.
• Track recruitment progress, conversion, ageing and turnaround times, identify bottlenecks and work with relevant stakeholders on corrective actions.
• Provide a strong candidate experience throughout the recruitment and selection process.
• Support continuous improvement of recruitment practices, including sourcing effectiveness, talent mapping, employer branding and relevant external talent/community engagement.
• Partner with the wider HR and TA teams on recruitment initiatives and process improvements.

HR Business Partnering

• Provide HRBP support for assigned functions and business areas
• Partner with business stakeholders and other HRBPs on workforce planning, organisation design and capability requirements.
• Support the employee lifecycle and key people processes for assigned business areas, including onboarding, talent, performance, reward, engagement and employee relations.
• Support other HRBPs in the delivery of annual and group-wide people processes, including performance and reward and talent reviews.
• Support employee engagement initiatives and actions for assigned business areas.

Experience & Capabilities

• Degree in Human Resources, Business or a related discipline, or equivalent relevant experience.
• At least 10 years of overall HR experience, with meaningful experience across both Talent Acquisition and HR Business Partnering.
• Strong hands-on experience managing the end-to-end recruitment lifecycle.
• Demonstrated experience partnering with business leaders and hiring managers on recruitment requirements and hiring strategies.
• Strong analytical capability, with the ability to use recruitment and workforce data to identify issues and inform actions.
• Strong stakeholder management and influencing skills, with the ability to operate across different functions and locations.
• Able to operate effectively in a fast-moving environment with evolving requirements and multiple priorities.

 

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.