Workforce Programme Director

Our purpose is to give everyone real confidence to put their money to work. With a heritage dating back more than 175 years, we have a long history of innovation in savings and investments, combining asset management and insurance expertise to offer a wide range of solutions.

Our two distinct operating segments, Asset Management and Life, work together to provide access to balanced, long-term investment and savings solutions.

Through telling it like it is, owning it now, and moving it forward together with care and integrity; we are creating an exceptional place to work for exceptional talent.

We will consider flexible working arrangements for any of our roles and also offer workplace accommodations to ensure you have what you need to effectively deliver in your role.

Head up the people-focused elements of transformation as a programme specialist within the Chief Transformation Office—creating a coherent plan across all people-related impacts (TUPE, organisation design, location strategy, resource modelling, etc.), ensuring robust HR processes and regulatory compliance, and partnering closely with HR and CTO leadership to maintain a holistic, enterprise-wide people view throughout delivery.

Change and transformation succeed only when people are at the heart of the process. This role ensures that every organisational shift, whether in sourcing, outsourcing, or structural redesign, is delivered with clarity, compliance, and care. It bridges the gap between strategic ambition and human impact, enabling M&G to build enduring teams, protect trust, and deliver transformation outcomes without losing sight of what matters most: our people.

Ensures M&G has a proactive, data‑driven view of workforce needs, enabling us to anticipate capability gaps, shape culture, and align people strategy with the transformation ambition rather than reacting to it.

• Deliver people impact assessments for 100% of change and transformation initiatives.
• Maintain a real-time FTE waterfall view showing impacts across all programmes (in sourcing, outsourcing, TUPE in/out, dual runs, growth and resource mix across change portfolio).
• Establish strong integration with HR and Finance for cost modelling, resource planning, and organisational design decisions.
• Embed location strategy and organisation design principles into all transformation programmes.
• Ensure compliance-proof HR processes for TUPE and other people-related changes with zero breaches.

• Accountable as the key Integration between the business, change teams, finance and HR across Life, for multi‑year, enterprise‑wide programmes with material people, operating model and location outcomes. Leads all elements of People related Change.
• Lead in sourcing and outsourcing transitions, ensuring alignment with HR business partners for all change funded programmes.
• Serve as the central owner for all people‑related programmes—including bulk hires, exits, and any TUPE activity—ensuring these align to the overall workforce plan and that all SME teams, including HR, are fully engaged and resourced to support multiple change programmes throughout 2026.
• Deliver people impact assessments and maintain an FTE profiles view across all transformation initiatives.
• Drive organisation design and location strategy for change programmes.
• Partner with Finance for cost modelling and resource planning.
• Build and maintain the multi‑year People & Workforce Model covering capability, FTE, location mix, and cultural implications across every transformation initiative.
• Own the People related Change portfolio budget and benefit realisation plan.
• Establish and lead the People related Change governance forum, setting portfolio KPIs and ensuring cross‑programme risk, issue and dependency resolution.
• Ensure oversight, assurance, and coordinated decision‑making across all programmes. Sets and assures delivery against portfolio KPIs; accountable for cross‑portfolio risk/issue escalation and resolution.
• Create scenario planning models that allow the CTO and HR to see the downstream implications of strategic decisions (e.g., in sourcing, vendor changes, automation,…