488 Talent Management jobs in Dubai

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

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

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

Line of Service

Industry/Sector

Specialism

Management Level

Job Description & Summary

Key Responsibilities

Skills Strategy & Governance

• 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.

Career Architecture & Mobility

• 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.

Assessment Design & Validation

• 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.

Learning Culture & Initiatives

• 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.

Skills Data & Insights

• 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.

Stakeholder Engagement & Change

• 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.

Required Skills Knowledge & Experience

• 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.

Personal Attributes

• 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.

Education (if blank degree and/or field of study not specified)

Degrees/Field of Study required:Degrees/Field of Study preferred:

Certifications (if blank certifications not specified)

Required Skills

Optional Skills

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

Desired Languages (If blank desired languages not specified)

Travel Requirements

0%

Available for Work Visa Sponsorship

Yes

Government Clearance Required

Yes

Job Posting End Date

Required Experience:

Manager

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