Mô tả công việc
Purpose
This role leads the integrated Talent & Career portfolio for Prudential Vietnam, enabling employees to grow, move, and realise their potential while building a robust succession pipeline, accelerating priority talent, supporting change adoption, and strengthening employee listening and experience to advance Next Prudential and a high-performance culture.
Job Responsibilities
Career & Mobility
- Design and embed career architecture, growth pathways, role‑family guidance and career frameworks that give employees and managers clearer visibility of career options.
- Develop and maintain career development policies, tools and manager guidance to support career conversations, Individual Development Planning (IDP), and self‑owned growth.
- Drive internal mobility practices and career opportunity visibility, partnering with HRBPs, Talent Acquisition and business leaders to connect talent with priority roles, projects and gigs.
- Provide career advisory, campaigns and communications that help employees understand available development resources, mobility routes and growth expectations.
- Track career and mobility indicators, including IDP completion, internal moves, promotion patterns, career opportunity uptake and barriers to movement.
Talent & Succession
- Shape local talent strategy and governance in alignment with Group talent standards, PruSuccess, business priorities and critical capability needs.
- Lead talent identification, calibration and review processes with HRBPs and business leaders, ensuring fairness, consistent criteria and strong documentation of outcomes.
- Coordinate succession planning for critical roles, including successor mapping, readiness assessment and focused development actions for prioritised successors.
- Build leadership pipeline health through talent acceleration initiatives, including Elevate, HiPo, Emerging Talent and other targeted development interventions.
- Partner with Learning, Leadership and Business HR teams to translate talent insights into practical development actions, mobility moves, coaching, mentoring and stretch experiences.
Management Trainee/ Functional Trainee Recruitment & Development
- Own the MT/FT (or MA/FA) recruitment and development agenda as a defined early talent pipeline.
- Partner with Talent Acquisition, business leaders and HRBPs to plan attraction, selection, assessment, onboarding and placement for management/future associate cohorts.
- Design and manage structured development journeys, including rotation planning, learning interventions, mentoring, coaching, exposure opportunities and progress reviews.
- Coordinate cohort calibration, performance check‑ins, conversion or landing‑role discussions and mobility opportunities to ensure readiness and retention of early talent.
- Track early talent pipeline health, program experience, readiness, retention and placement outcomes, and provide insights for continuous program improvement.
Culture & Change
- Support culture strategy and PruWay activation by translating values into practical leadership and team behaviours, rituals and local interventions.
- Use culture diagnostics, employee insights and organisational signals to identify cultural strengths, pain points and opportunities for targeted interventions.
- Partner with HRBPs and business leaders on change management and adoption planning for organisation transformation, new ways of working and people initiatives.
- Design and facilitate culture and change interventions for priority teams or transformation programs, ensuring clarity, participation, adoption and reinforcement.
- Contribute to organisational transformation support by connecting talent, career, culture and engagement insights into practical change recommendations.
Governance, Measurement & Stakeholder Management
- Operate as a trusted Talent & Career SME and connector across HR, Group TLLC, HRBPs, business leaders and relevant project teams.
- Define priorities, roadmaps, success measures and operating cadence for the portfolio, balancing Group standards, local relevance and execution discipline.
- Prepare updates, insights and recommendations for ExCo and business stakeholders, highlighting risks, decisions needed and impact achieved.
- Manage vendors, assessment partners and external contributors where relevant, ensuring quality, efficiency and alignment with Prudential standards.
- Build capability in the HR community through tools, playbooks, facilitation and knowledge sharing.
Job Requirements
Qualifications / Experience
- Bachelor’s degree in Human Resources, Business, Psychology, Organisational Development or related discipline; master’s degree or relevant professional certification is preferred.
- 8+ years of progressive HR experience with solid exposure to talent management, succession, career development, organisation development, culture/change or employee engagement.
- Experience working with senior stakeholders and translating business needs into practical people solutions.
Knowledge and Skill
- Strong understanding of talent strategy, succession planning, talent calibration, career architecture, internal mobility and development planning.
- Good knowledge of culture activation, change management, employee listening and engagement action planning.
- Strong facilitation, stakeholder influencing, communication and executive storytelling skills.
- Analytical mindset with ability to turn talent, engagement and organisational data into meaningful insights and actions.
Competencies
- Strategic thinking with pragmatic execution.
- Strong collaboration and stakeholder influence across HR and business leaders.
- Employee‑centric and growth mindset.
- Data‑driven decision making and continuous improvement orientation.
- Comfort with ambiguity, transformation and change adoption.