Senior Manager, Workforce Planning Business Intelligence

Prudential Group; Kuala Lumpur; On-site; MYR 50,000 - 70,000; Full time

Job summary

A leading financial services organization is seeking a Workforce Planning Advisor to drive strategic workforce initiatives. This role involves engaging with leadership to understand workforce needs, generating insights from analytics, and collaborating with HR and Finance to align plans with business objectives. The ideal candidate will possess strong data analysis skills and be proficient in leveraging tools like Workday Adaptive. Join us to create impactful workforce strategies and support the company’s goals for growth and transformation.

Qualifications

• Proven experience in workforce planning and data analytics.
• Ability to engage with stakeholders and facilitate discussions.
• Knowledge of HR and financial systems for data integration.

Responsibilities

• Act as advisor on workforce planning.
• Generate insights on workforce trends.
• Collaborate with Finance partners for alignment.
• Champion the application of planning methodologies.

Skills

Workforce planning

Data analysis

Stakeholder engagement

Dashboard creation

Strategic insight generation

Tools

Workday Adaptive

Job description

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 is a 12-month fixed term.

Key Responsibilities

Strategic Business Engagement

• Act as the dedicated workforce planning advisor to selected regions/LBUs.
• Engage leadership to understand key demand drivers (e.g., growth, transformation, business strategy, regulatory shifts) and translate them into workforce implications.
• Provide thought partnership on workforce strategy, structure, and future‑of‑work topics.
• Clean, transform, and validate workforce data from HR, Finance, and external sources to ensure consistency, logical alignment, and usability.
• Develop intuitive visualizations and dashboards to reveal strategic insights and surfacing enterprise‑level patterns and cross‑market dynamics.
• Leverage dashboards and analytical models to:
  • Validate planning assumptions.
  • Identify gaps or risks in workforce supply.
  • Uncover trends in productivity, attrition, cost, and location strategy.
• Monitor workforce data to ensure balanced supply and demand, accurate forecasting, and process coherence.

Insight Generation & Decision Support

• Generate actionable insights on workforce trends and performance metrics.
• Influence workforce decisions by embedding data into strategic conversations.
• Present insights clearly to stakeholders, tailoring messages to different audiences and influencing planning conversations with data.
• Identify opportunities and build compelling data stories that support strategic decision‑making.

Workforce Planning Facilitation

• Co‑facilitate workforce planning training with HRBPs and Finance Partners.
• Guide the use of scenarios to test different future outcomes (e.g., outsourcing, geographic shifts).
• Support the alignment between bottom‑up inputs and top‑down assumptions.
• Ensure planning outputs meet quality standards and timelines across planning cycles – either quarterly or monthly.
• Help stakeholders understand headcount costing models and workforce investment trade‑offs.
• Collaborate with Finance partners to align workforce plans with financial budgeting, forecasting and strategic planning.
• Support business education on workforce cost levers (e.g., span of control, role/grade mix, location strategy, clustering).

Adoption & Capability Building

• Champion consistent application of WFP methodology, frameworks, and tools (e.g., Workday Adaptive).
• Co‑design and deliver education sessions to improve planning capabilities, especially on topics like workforce structure, cost drivers, and scenario planning.
• Capture user feedback to support continuous improvement in tooling and support.

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.