Talent Management Manager

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.

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.