Line of Service Internal Firm Services Industry/Sector Not Applicable Specialism HR Transformation and Optimization Management Level Director Job Description & Summary At PwC, our people in people strategy focus on developing and implementing long-term strategies to align the organisation's human capital with its overall business objectives. This involves analysing workforce trends, applying the latest HR strategy, long-term workforce planning and improving overall employee experience. In business partnering at PwC, you will focus on strategic consulting with business stakeholders, advising on people strategies, policies and programmes to achieve current and future business objectives and overcome people related challenges. You will work collaboratively with the wider HR team to shape the Firm’s people strategy and priorities based on their understanding of the business as well as influence the business alignment with and adoption of firmwide direction. About Us PwC is a leading professional services firm committed to delivering high-quality solutions to our clients. With a diverse portfolio and a talented workforce, we prioritise innovation and exceptional service delivery. We believe that our people are our greatest asset, and we are dedicated to fostering a culture that promotes growth, collaboration, and excellence. Role summary The Head of People Experience is a strategic leader responsible for defining, driving, and enhancing the overall employee experience at PwC. This senior leadership position reports directly to the Chief People Officer (CPO) and will collaborate closely with other members of the People Function leadership team, operational teams, and executive management, to deliver on a cohesive strategy that aligns with the firm’s vision and values, ultimately fostering a high-performing and engaged workforce. The ideal candidate will be a thought leader who is passionate about creating a positive employee experience and fostering an inclusive workplace where every employee can thrive. Key Responsibilities Strategic Vision and delivery of the Employee Experience Develop and implement a comprehensive employee experience strategy that reflects the firm’s goals, culture, and values. Continuously assess and improve the employee journey, ensuring a seamless experience from recruitment through onboarding, performance management, and career progression. Reward and Performance Management Accountable for the successful BAU delivery of our Reward, Benefits & Performance processes, ensuring alignment with organisational objectives and employee growth. Establish clear performance metrics and feedback mechanisms that foster accountability and support employee advancement. Employee Engagement and Relations Accountable for own our firmwide employee relations strategies and people policies, ensuring fair and consistent treatment of all employees. Drive initiatives to enhance employee engagement and satisfaction, utilising feedback from surveys, focus groups, and other forums to enhance the employee experience. Manage employee relations processes to address concerns and grievances effectively, promoting a respectful and inclusive workplace. Inclusion, Culture and Wellbeing Champion Inclusion efforts across the firm, implementing a strategy that promotes an inclusive culture and diverse talent pipelines. Foster a positive, values-driven organisational culture, delivering initiatives that are required to bring this to life for our people. Create and promote a culture of continuous learning through innovative learning programmes, mentorship opportunities, and professional skills-based development. Lead change management initiatives, preparing the workforce for transitions and encouraging a culture of adaptability and resilience. Talent Development and Learning Working closely with the Head of Workforce Strategy to oversee the development and implementation of talent development initiatives, including leadership development, skills training, and succession planning, to empower employees at all levels. Continuous Improvement and Market Intelligence Stay informed of industry trends, best practices, and emerging technologies in employee experience management, adjusting the strategy as necessary to remain competitive. Encourage innovation and experimentation in HR practices to enhance the overall employee experience. Data-Driven Decision Making, utilising HR analytics to assess trends, measure the efficacy of people programmes, and inform strategic decisions across the organisation. Develop dashboards and reporting structures to communicate key metrics and insights to stakeholders. Stakeholder Collaboration: Serve as a key member of the People Function leadership team, collaborating closely with other members to align people strategies with business goals. Act as a trusted advisor to senior leadership on all people-related matters, championing people initiatives and fostering a culture of accountability and ownership within the People Function. Partner with HR colleagues, business leaders, and other departments to ensure the alignment of the employee experience strategy with overall business objectives. Represent the UK firm on strategic global working groups/forums that will require territory agreement and approval. Develop and strengthen UK relationships with other network people teams, communicating and advocating for people-centric initiatives throughout the organisation. Work closely with the Head of Workforce Strategy to ensure the employee experience is aligned to the future vision and the Head of People Solutions to ensure operational alignment. Essential skills & experience Progressive HR experience, including; design and delivery of reward and performance management strategies and processes, organisation effectiveness, inclusion, employee relations, and people analytics. Proven track record of developing and implementing successful people strategies in a fast-paced environment, with the ability to adapt quickly, build solutions and evaluate risk. Employee relations experience, including an understanding of employment laws, regulations, and best practices related to employee relations and workplace culture. Extensive experience managing, challenging and influencing stakeholders at all levels, navigating and impacting change within a complex partnership or matrixed environment and being comfortable balancing conflicting needs and ambiguity. A highly effective people leader, able to establish, engage and lead effective teams through transformation and culture change. Strong commercial awareness and business acumen is critical to understand and deliver in line with the firmwide strategy and objectives. Ability to embed the core PwC values and behaviours into all aspects of delivery. 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, Analytical Thinking, Business Partnering, Business Transformation, Career Development, Change Management, Coaching and Feedback, Co-Creation, Communication, Creativity, Data Analytics, Data-Driven Decision Making (DIDM), Data-Driven Insights, Embracing Change, Emotional Regulation, Empathy, Employee Experience, Employee Life Cycle, Executive Negotiation, Human Capital Initiatives, Human Resources (HR) Coaching, Human Resources (HR) Metrics, Human Resources (HR) Policies { 39 more} Desired Languages (If blank, desired languages not specified) Travel Requirements Not Specified Available for Work Visa Sponsorship? Yes Government Clearance Required? No Job Posting End Date