583 Hr Best Practices jobs in the United Arab Emirates

PwC Middle East Enterprise Solutions is hiring for the Talent Management – Manager role.

Established in the region for 40 years, PwC has around 12,000 people in 12 countries across the region: Bahrain, Egypt, Iraq, Jordan, Kuwait, Lebanon, Libya, Oman, the Palestinian territories, Qatar, Saudi Arabia and the United Arab Emirates.

Our regional team operates across the Middle East bringing international experience delivered within the context of the region and its culture. We can bring the collective knowledge and experience of more than 370,000 people across the entire global PwC network in advisory, assurance and tax to help you find the value you are looking for.

As a Talent Management Manager you will architect and champion a skills‑first 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 excellence—ensuring 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, cutting‑edge assessments and behaviour‑led rituals into people processes so our workforce remains future‑ready, engaged and empowered.

• Skills Strategy & Governance
  • Craft and continually refine the firm‑wide 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.
• Career Architecture & Mobility
  • Design transparent, skills‑based 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.
• Assessment Design & Validation
  • Lead development of world‑class, psychometrically sound assessments (e.g., role‑capability batteries, situational judgement tests, credentialing rubrics).
  • Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.
• Learning Culture & Initiatives
  • Embed PwC Professional behaviours into everyday rituals—e.g., start‑of‑meeting reflections, "Wins & Learns" huddles, peer shout‑outs—so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.
  • Deploy micro‑learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
  • Co‑create firm‑wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation.
  • Integrate social, experiential and stretch‑assignment learning into onboarding, academies and leadership programmes.
  • Partner with Inclusion & Well‑being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.
• Skills Data & Insights
  • Build dashboards that surface real‑time skills supply vs. demand, identifying gaps, future‑critical capabilities and reskilling ROI.
  • Translate analytics into evidence‑based recommendations for investment, vendor selection and programme optimization.
  • Report regularly to the People Leadership Team, highlighting risk areas and success stories.
• Stakeholder Engagement & Change
  • Influence senior partners to shift from role‑based to skills‑based 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 emerging‑skills 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.
• Bachelor's degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable.

• Systems thinker able to connect strategy, data and human‑centred design.
• Continuous learner who experiments with emerging talent technologies and methodologies.
• Resilient, solutions‑oriented and adept at navigating change.
• Culturally agile, with a collaborative mindset aligned to PwC's values of Care, Act with Integrity, Work Together, Reimagine the Possible and Make a Difference.

Travel Requirements: 0%

Available for Work Visa Sponsorship? Yes

Government Clearance Required? Yes

Job Posting End Date

Seniority level: Mid-Senior level

Employment type: Full-time

Job function: Human Resources

Industries: IT Services and IT Consulting

NEW JOB: WE'RE HIRING

Our client, a leading IT & Security provider, is looking to speak with Talent Management specialists considering a move. This role is crucial for implementing and managing talent acquisition, development, and retention programs within the organization.

1. Manage the full recruitment life cycle including job posting, sourcing, interviewing, and onboarding.
2. Collaborate with hiring managers to identify staffing needs and develop job descriptions.
3. Utilize various recruitment channels to attract a diverse pool of qualified candidates.
4. Conduct interviews and make recommendations for candidate selection.

1. Administer the performance appraisal process, providing guidance to managers and employees.
2. Assist in setting performance objectives and performance improvement plans.
3. Track and report on performance metrics.
4. Provide coaching and support to employees to enhance their performance.

1. Support the development of learning and development programs.
2. Identify training needs and coordinate training initiatives.
3. Assist with succession planning efforts to identify and groom high-potential employees.

1. Collaborate with HR and management to develop and implement strategies to improve employee engagement.
2. Assist in conducting employee surveys and feedback initiatives.
3. Promote a positive workplace culture and employee well-being.

1. Gather and analyze data related to talent management and employee performance.
2. Utilize HR software and analytics tools to track and report on key HR metrics.

For more information, please apply here or contact Judy Mark.

Required Experience: Unclear Seniority

Organizations seeking to enhance their human capital strategy can benefit from our expertise in developing and implementing tailored HR solutions. Our team of professionals will work closely with your business to design and execute a comprehensive HR strategy that aligns with your objectives.

• Developing and implementing HR strategies, systems, and policies aligned with market practices and regulatory requirements.
• Designing organizational structures and preparing detailed role profiles to ensure clarity and efficiency.
• Assisting clients in forecasting HR budgets and monitoring performance to identify opportunities for cost savings and optimization.
• Designing and implementing performance management systems that integrate promotions, career development, and talent retention strategies.
• Developing organizational and departmental KPIs to ensure efficiency and continuous improvement across HR functions.
• Consolidating and analyzing manpower requirements and developing strategic recruitment plans accordingly.
• Leading the planning and execution of recruitment campaigns to ensure timely placement of qualified candidates.
• Designing competitive compensation and benefits frameworks aligned with market benchmarks to attract and retain top talent.
• Developing training programs aligned with organizational goals to strengthen managerial and technical capabilities.
• Establishing structured succession planning frameworks to build leadership pipelines and manage internal talent mobility.
• Overseeing implementation and optimization of HR systems to ensure smooth HR operations including data management and time tracking.
• Conducting HR audits, developing compliance reports, and implementing corrective actions where necessary.
• Designing and implementing corporate policies including HR, IT, procurement, finance, and code of conduct documentation.

Qualifications & Requirements:

• Bachelor's degree in Human Resources, Business Administration, Psychology, or related field.
• Preferred: Master's degree or certifications like SHRMCP, PHR, CIPD, or equivalent.
• Minimum of 5-7 years in HR consulting or strategic HR roles preferably with market exposure.
• Strong knowledge of HRIS, ATS, payroll systems, and Microsoft Office Suite.
• Demonstrated ability to manage multiple HR projects, deliverables, and client expectations effectively.

Benefits:

• Opportunity to work with a dynamic team of professionals in the field of HR consulting.
• Chance to develop and implement tailored HR solutions that meet the unique needs of each client.
• Professional growth and development through training programs and mentorship.

As a Talent Management Specialist, you will be responsible for designing and implementing a talent ecosystem that embeds essential skills into daily work.

• Skills Strategy & Governance
  • Develop and refine the firm-wide skills taxonomy, mapping emerging market demands to capability frameworks.
  • Embed strategic workforce planning to anticipate future capability requirements and guide 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.
• Career Development & Mobility
  • Design transparent, skills-based 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 maximize deployment speed and employee growth.
  • Coach leaders to integrate skills signals into workforce planning, succession, and reward decisions.
• Assessment Design & Validation
  • Lead development of high-quality, psychometrically sound assessments (e.g., role-capability batteries, situational judgement tests, credentialing rubrics).
  • Ensure instruments are fair, valid, and inclusive, leveraging global standards.
• Learning Culture & Initiatives
  • Embed essential skills into everyday routines – e.g., start-of-meeting reflections, 'Wins & Learns' huddles, peer shout-outs – so professionals become habits-driven.
  • Deploy micro-learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
  • Co-create cultural campaigns (e.g., skills sprints, hackathons) that normalize continuous learning and experimentation.
  • Integrate social, experiential, and stretch-assignment learning into onboarding, academies, and leadership programmes.
  • Partner with Inclusion & Well-being teams to tailor initiatives across cultures, generations, and working styles; track adoption and behavioural shift.
• Skills Data & Insights
  • Build dashboards that surface real-time skills supply vs. demand, identifying gaps, future-critical capabilities, and reskilling ROI.
  • Translate analytics into evidence-based recommendations for investment, vendor selection, and programme optimization.
  • Report regularly to the People Leadership Team, highlighting risk areas and success stories.
• Stakeholder Engagement & Change
  • Influence senior partners to shift from role-based to skills-based 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 emerging-skills alerts.

The candidate will be responsible for implementing an end to end performance management training and development and succession planning processes to ensure employees understanding of performance management cycle training goals are continually evaluated and met and helps the organization to identify and develop potential employees.

• The candidate will be responsible for implementing an end to end performance management training and development and succession planning processes to ensure employees understanding of performance management cycle training goals are continually evaluated and met and helps the organization to identify and develop potential employees.

• Min. Exp. Required : 2 years in Talent Management or similar role
• Ability to generate and analyze various data using Excel and other reporting tools.
• Able to perform duties with minimal work direction
• A high degree of computer literacy and demonstrated ability to integrate technology in the workplace
• Excellent verbal and written communication skills and a demonstrated competency to interact with people at all levels of the organization
• Highly developed organizational analytical and problemsolving skills are required
• The ability to work effectively as a team member in a multicultural environment.
• Required : Bachelors degree in business administration / human resources management/ business management

Join to apply for the Talent Management – Manager role at PwC Middle East

Join to apply for the Talent Management – Manager role at PwC Middle East

Description
At PwC, we measure success by our ability to create the value that our clients and our people are looking for. Our reputation lies in building lasting relationships with our clients and a focus on delivering value in all we do. We're a network of firms in 158 countries with more than 236,000 people who are committed to delivering world-class capabilities and quality in assurance, tax and advisory services.

Description
At PwC, we measure success by our ability to create the value that our clients and our people are looking for. Our reputation lies in building lasting relationships with our clients and a focus on delivering value in all we do. We're a network of firms in 158 countries with more than 236,000 people who are committed to delivering world-class capabilities and quality in assurance, tax and advisory services.
Established in the region for 40 years, PwC Middle East employs over 4,200 people across 12 countries. Complementing our depth of industry expertise and breadth of skills is our sound knowledge of local business environments across the Middle East region. Our tailored solutions help our clients meet the challenges and opportunities of doing business in the Middle East market and beyond.
Line of Service
Internal Firm Services
Industry/Sector
Not Applicable
Specialism
Business Operations
Management Level
Manager
Job Description & Summary
As a Talent Management Manager you will architect and champion a skills‑first 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 excellence—ensuring 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, cutting‑edge assessments and behaviour‑led rituals into people processes so our workforce remains future‑ready, engaged and empowered.
Key Responsibilities
Skills Strategy & Governance

• Craft and continually refine the firm‑wide 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, skills‑based 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 l eaders to integrate skills signals into workforce planning, succession and reward decisions.
  

• Lead development of world‑class, psychometrically sound assessments (e.g., role‑capability batteries, situational judgement tests, credentialing rubrics).
• Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.
  

• Embed PwC Professional behaviours into everyday rituals—e.g., start‑of‑meeting reflections, "Wins & Learns" huddles, peer shout‑outs—so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.
• Deploy (in partnership with the career development team) micro‑learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
• Co‑create firm‑wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation.
• Integrate social, experiential and stretch‑assignment learning into onboarding, academies and leadership programmes .
• Partner with Inclusion & Well‑being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.
  

• Build dashboards that surface real‑time skills supply vs. demand, identifying gaps, future‑critical capabilities and reskilling ROI.
• Translate analytics into evidence‑based 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 role‑based to skills‑based 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 emerging‑skills 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.
• Bachelor's degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable.
  

• Systems thinker able to connect strategy, data and human‑centred design.
• Continuous learner who experiments with emerging talent technologies and methodologies.
• Resilient, solutions‑oriented and adept at navigating change.
• Culturally agile, with a collaborative mindset aligned to PwC's values of Care, Act with Integrity, Work Together, Reimagine the Possible and Make a Difference.
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Business Consulting and Services

Referrals increase your chances of interviewing at PwC Middle East by 2x

Global Village, Dubai, United Arab Emirates 2 months ago

Dubai, Dubai, United Arab Emirates 20 hours ago

We're unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.

Join to apply for the Talent Management – Manager role at PwC Middle East

Join to apply for the Talent Management – Manager role at PwC Middle East

Description
At PwC, we measure success by our ability to create the value that our clients and our people are looking for. Our reputation lies in building lasting relationships with our clients and a focus on delivering value in all we do. We’re a network of firms in 158 countries with more than 236,000 people who are committed to delivering world-class capabilities and quality in assurance, tax and advisory services.

Description
At PwC, we measure success by our ability to create the value that our clients and our people are looking for. Our reputation lies in building lasting relationships with our clients and a focus on delivering value in all we do. We’re a network of firms in 158 countries with more than 236,000 people who are committed to delivering world-class capabilities and quality in assurance, tax and advisory services.
Established in the region for 40 years, PwC Middle East employs over 4,200 people across 12 countries. Complementing our depth of industry expertise and breadth of skills is our sound knowledge of local business environments across the Middle East region. Our tailored solutions help our clients meet the challenges and opportunities of doing business in the Middle East market and beyond.
Line of Service
Internal Firm Services
Industry/Sector
Not Applicable
Specialism
Business Operations
Management Level
Manager
Job Description & Summary
As a Talent Management Manager you will architect and champion a skills‐first 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 excellence—ensuring 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, cutting‐edge assessments and behaviour‐led rituals into people processes so our workforce remains future‐ready, engaged and empowered.
Key Responsibilities
Skills Strategy & Governance

• Craft and continually refine the firm‐wide 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, skills‐based 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 l eaders to integrate skills signals into workforce planning, succession and reward decisions.
  

• Lead development of world‐class, psychometrically sound assessments (e.g., role‐capability batteries, situational judgement tests, credentialing rubrics).
• Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.
  

• Embed PwC Professional behaviours into everyday rituals—e.g., start‐of‐meeting reflections, “Wins & Learns” huddles, peer shout‐outs—so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.
• Deploy (in partnership with the career development team) micro‐learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
• Co‐create firm‐wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation.
• Integrate social, experiential and stretch‐assignment learning into onboarding, academies and leadership programmes .
• Partner with Inclusion & Well‐being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.
  

• Build dashboards that surface real‐time skills supply vs. demand, identifying gaps, future‐critical capabilities and reskilling ROI.
• Translate analytics into evidence‐based 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 role‐based to skills‐based 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 emerging‐skills 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.
• Bachelor’s degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable.
  

• Systems thinker able to connect strategy, data and human‐centred design.
• Continuous learner who experiments with emerging talent technologies and methodologies.
• Resilient, solutions‐oriented and adept at navigating change.
• Culturally agile, with a collaborative mindset aligned to PwC’s values of Care, Act with Integrity, Work Together, Reimagine the Possible and Make a Difference.
  

• Seniority levelMid-Senior level

• Employment typeFull-time

• Job functionHuman Resources
• IndustriesBusiness Consulting and Services

Referrals increase your chances of interviewing at PwC Middle East by 2x

Global Village, Dubai, United Arab Emirates 2 months ago

Dubai, Dubai, United Arab Emirates 20 hours ago

We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.

We're Hiring | Director – Talent Management

A leading organization in the region is looking to appoint a Director – Talent Management to drive enterprise-wide performance, succession, and development strategies.

This role will lead the design and execution of a fully integrated talent ecosystem, covering performance management (KPI/OKR frameworks), succession pipelines, internal mobility, and future-ready career pathing. The successful candidate will also oversee learning strategy execution (digital, instructor-led, and functional), talent analytics, and governance.

Key Focus Areas:

• Performance Management: Align enterprise KPIs and OKRs; drive outcome-focused performance cycles.
• Succession Planning: Design pipelines for leadership and critical roles; assess role criticality and readiness.
• Career Pathing & Development: Build structured, scalable career frameworks across functions.
• Learning & Development: Oversee blended learning journeys and leadership capability building.
• Talent Analytics: Drive insights across promotion health, internal mobility, and learning effectiveness.
• Stakeholder Management: Partner with HRBPs, COEs, and Business Leaders to embed strategy.

• 12+ years in HR, with 5+ years in Talent/COE leadership roles
• Experience in complex, matrixed organizations
• Strong in performance frameworks, digital learning, talent insights, and leadership development
• Relevant certifications (e.g., SHRM-SCP, CIPD, CTMP) are a plus

If you're ready to drive transformation through talent, feel free to apply directly.

• Seniority level: Director
• Employment type: Full-time
• Job function: Human Resources
• Industries: Retail Apparel and Fashion

PwC Middle East Enterprise Solutions is hiring for the Talent Management – Manager role.

Established in the region for 40 years, PwC has around 12,000 people in 12 countries across the region: Bahrain, Egypt, Iraq, Jordan, Kuwait, Lebanon, Libya, Oman, the Palestinian territories, Qatar, Saudi Arabia and the United Arab Emirates.

Our regional team operates across the Middle East bringing international experience delivered within the context of the region and its culture. We can bring the collective knowledge and experience of more than 370,000 people across the entire global PwC network in advisory, assurance and tax to help you find the value you are looking for.

As a Talent Management Manager you will architect and champion a skills‐first 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 excellence—ensuring 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, cutting‐edge assessments and behaviour‐led rituals into people processes so our workforce remains future‐ready, engaged and empowered.

• Skills Strategy & Governance
  
  • Craft and continually refine the firm‐wide 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.
  
  
• Career Architecture & Mobility
  
  • Design transparent, skills‐based 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.
  
  
• Assessment Design & Validation
  
  • Lead development of world‐class, psychometrically sound assessments (e.g., role‐capability batteries, situational judgement tests, credentialing rubrics).
  • Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.
  
  
• Learning Culture & Initiatives
  
  • Embed PwC Professional behaviours into everyday rituals—e.g., start‐of‐meeting reflections, “Wins & Learns” huddles, peer shout‐outs—so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.
  • Deploy micro‐learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
  • Co‐create firm‐wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation.
  • Integrate social, experiential and stretch‐assignment learning into onboarding, academies and leadership programmes.
  • Partner with Inclusion & Well‐being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.
  
  
• Skills Data & Insights
  
  • Build dashboards that surface real‐time skills supply vs. demand, identifying gaps, future‐critical capabilities and reskilling ROI.
  • Translate analytics into evidence‐based recommendations for investment, vendor selection and programme optimization.
  • Report regularly to the People Leadership Team, highlighting risk areas and success stories.
  
  
• Stakeholder Engagement & Change
  
  • Influence senior partners to shift from role‐based to skills‐based 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 emerging‐skills 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.
• Bachelor’s degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable.

• Systems thinker able to connect strategy, data and human‐centred design.
• Continuous learner who experiments with emerging talent technologies and methodologies.
• Resilient, solutions‐oriented and adept at navigating change.
• Culturally agile, with a collaborative mindset aligned to PwC’s values of Care, Act with Integrity, Work Together, Reimagine the Possible and Make a Difference.

Travel Requirements: 0%

Available for Work Visa Sponsorship? Yes

Government Clearance Required? Yes

Job Posting End Date

Seniority level: Mid-Senior level

Employment type: Full-time

Job function: Human Resources

Industries: IT Services and IT Consulting