Talent Management â Manager
PricewaterhouseCoopers
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Job summary
PwC UAE is seeking a Talent Management Manager to architect a skills-first talent ecosystem that embeds PwC Professional behaviours into daily work. You will champion continuous learning agility and behavioural excellence, partnering with leadership and HR to weave assessments and governance into people processes to keep our workforce future-ready.
You will drive skills strategy governance, learning culture initiatives, and data insights to inform investment decisions and capability planning
Qualifications
- 10 years in Talent Performance Management or HC Business Partnering roles within complex matrixed organisations (professional services preferred).
- Proven track record designing and implementing skills frameworks & culture initiatives at scale.
- Strong grasp of HC analytics dashboarding and data visualization (e.g. Power BI Tableau).
- Fluency with HRIS / performance platforms; Experience with SkyHive is a plus.
Responsibilities
- Lead development of a worldclass skills design and validation framework across the firm.
- Embed PwC Professional behaviours into everyday rituals and processes.
- Design transparent skills-based career pathways and internal marketplaces.
- Build dashboards that surface realtime skills supply vs. demand and identify gaps.
- Coach leaders to integrate skills signals into workforce planning and reward decisions.
Skills
Education
Tools
Job description
Internal Firm Services
Not Applicable
Business Operations
Manager
As a Talent Management Manager you will architect and champion a skillsfirst talent ecosystem that embeds PwC Professional behaviours into the fabric of everyday work.
Your mandate is to cultivate a culture of continuous learning agility and behavioural excellenceensuring every colleague understands develops and applies the capabilities the firm needs today and tomorrow. Partnering with leadership and HR teams you will weave robust skills intelligence cuttingedge assessments and behaviourled rituals into people processes so our workforce remains futureready engaged and empowered.
Craft and continually refine the firmwide skills taxonomy mapping emerging market demands to PwC capability frameworks.
Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions.
Establish governance for skills data quality ownership and refresh cycles; champion the skills agenda in leadership forums.
Partner with Tech and HRIS teams to embed a single skills source of truth across talent systems.
Design transparent skillsbased career pathways that allow people to pivot upskill and thrive in an uncertain market.
Launch internal gig/marketplace pilots matching project needs with verified skill profiles to maximise deployment speed and employee growth.
Coach leaders to integrate skills signals into workforce planning succession and reward decisions.
Lead development of worldclass psychometrically sound assessments (e.g. rolecapability batteries situational judgement tests credentialing rubrics).
Ensure instruments are fair valid and inclusive leveraging global PwC Assessment Standards.
Embed PwC Professional behaviours into everyday ritualse.g. startofmeeting reflections Wins & Learns huddles peer shoutoutsso Inspire Empower Evolve Champion Build and Deliver become habit.
Deploy (in partnership with the career development team) microlearning nudges (videos quizzes chatbots) that reinforce desired behaviours in the flow of work.
Cocreate firmwide cultural campaigns (e.g.: skills sprints hackathons) that normalise continuous learning and experimentation.
Integrate social experiential and stretchassignment learning into onboarding academies and leadership programmes.
Partner with Inclusion & Wellbeing teams to tailor initiatives across cultures generations and working styles; track adoption and behavioural shift.
Build dashboards that surface realtime skills supply vs. demand identifying gaps futurecritical capabilities and reskilling ROI.
Translate analytics into evidencebased recommendations for investment vendor selection and programme optimization.
Report regularly to the People Leadership Team highlighting risk areas and success stories.
Influence senior partners to shift from rolebased to skillsbased talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves.
Facilitate communities of practice that share success stories peer coaching and emergingskills alerts.
- 10 years in Talent Performance Management or HC Business Partnering roles within complex matrixed organisations (professional services preferred).
- Proven track record designing and implementing skills frameworks & culture initiatives at scale.
- Strong grasp of HC analytics dashboarding and data visualisation (e.g. Power BI Tableau).
- Fluency with HRIS / performance platforms; Experience with SkyHive is a plus.
- Excellent facilitation coaching and influencing skills; comfortable engaging senior leadership.
- Bachelors degree in HR Business Organisational Psychology or related field; professional HR certification (CIPD SHRM) desirable.
- Systems thinker able to connect strategy data and humancentred design.
- Continuous learner who experiments with emerging talent technologies and methodologies.
- Resilient solutionsoriented and adept at navigating change.
- Culturally agile with a collaborative mindset aligned to PwCs values of Care Act with Integrity Work Together Reimagine the Possible and Make a Difference.
Accepting Feedback Accepting Feedback Active Listening Adaptability Analytical Thinking Career Development Change Management Coaching and Feedback Communication Confidential Information Handling Continuous Learning Creativity Data Analysis Data-Driven Decision Making (DIDM) Data Reporting Development Collaboration Embracing Change Emotional Regulation Empathy Employee Performance Management Human Resources (HR) Policies Human Resources (HR) Project Management Human Resources Management (HRM) Inclusion Intellectual Curiosity 19 more
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