People & Workforce Programme Director in Stirling

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.

Role Overview

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.

Why This Role Matters

Change and transformation succeed only when people are at the heart of the process. This role ensures that every organisational shift, whether insourcing, 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.

Key Outcomes

• Deliver people impact assessments for 100% of change and transformation initiatives.
• Maintain a real-time FTE waterfall view showing impacts across all programmes (insourcing, 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.

Core Responsibilities

• 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 insourcing 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., insourcing, vendor changes, automation, operating model shifts).

Influence

• Broader HR policy and cultural engagement strategies.
• Workforce planning principles beyond change-funded programmes.
• Talent and capability frameworks to support enduring teams.
• Sets portfolio KPIs and ensures issue/risk escalation and resolution across business units and key functions.
• Shape the enterprise‑wide approach to workforce forecasting, capability development, and culture evolution using data‑driven insights and predictive analytics.
• Influence long‑term strategic workforce decisions (e.g., Future of Work, location strategy, capability builds, internal vs third‑party mix) through robust modelling.
• Acts as executive point of contact for people related change; ensures regulatory compliance and reputational risk management.

Reporting Lines & Key Relationships

• Direct Reports: Leads People related change programmes, working with a team of programme/project managers and specialist leads; coordinates delivery through managers across HR, Finance, Legal and Operations for intersecting workstreams.
• Reports to: Chief Transformation Officer and dotted line to the HR Director for Life.
• Key Relationships: HR Business Partners (for alignment and execution), Finance (for cost modelling and resource planning), Programme Directors and Portfolio Leads (for change delivery integration), Legal (for compliance in TUPE and employment law), Transformation Office leadership team.

Skills & Experience

• A change expert with deep HR knowledge in TUPE, organisational design, and complex people transitions.
• Change leadership capability — able to navigate ambiguity and deliver people outcomes in transformation programmes.
• Commercial acumen for cost efficiency modelling and resource planning.
• Ability to build and maintain multi‑year workforce and capability models (FTE, role type, location, cost, skills mix, outsourcing vs insourcing scenarios).
• Experience building forward‑looking workforce models, not just operational resource planning — this is about long‑arc workforce shaping aligned to strategic priorities.
• Ability to translate complex modelling into clear insights, options, “what‑ifs”, and executive‑ready recommendations.
• Strong analytical mindset — comfortable interrogating data, spotting patterns, identifying risks, and quantifying people impacts earlier and more accurately than programme teams.
• Stakeholder influence across HR, Finance, and Transformation leadership.
• Storytelling and engagement skills — can bring to life the human impact of change, ensuring colleagues feel informed, empowered, and part of “One Team”.
• Strong understanding of empowerment and accountability principles within change culture.

Behaviours & Cultural Fit

• Courage to challenge and simplify — cuts through complexity to find workable solutions.
• Collaborative “One Team” mindset — partners across HR, Finance, and Transformation.
• Data-driven yet human-centred — balances compliance with empathy.
• Pragmatic and solutions-focused — understands the rules and boundaries but can operate in the grey to unblock challenges without compromising integrity.
• Empowerment and accountability champion — models the transformation culture.
• Resilient and adaptable — thrives in ambiguity and fast-paced change.
• Evidence‑led decision‑maker — uses data to inform judgement while balancing human impact.
• Future‑focused thinker — anticipates the shape of the organisation we need, not the one we have today.

What we offer

As a savings and Investments firm we are proud to offer a valuable pension scheme of 18%, with 13% made up of Employer Contributions and 5% Employee Contributions. We also offer Share Save and our Share Incentive Plan, together with access to financial wellbeing and support services - to help give you real confidence to put your money to work.

Enjoy 38 days annual leave including bank holidays, with the opportunity to purchase up to 5 extra days and additional flexibility through our Time Off When You Need It policy – to balance your work and personal commitments.

Our market leading Inspiring Families policy includes comprehensive support and paid parental leave covering maternity, adoption, surrogacy, and paternity leave - as supporting families is a core aspect of our inclusive culture.

Health & Protection cover including Private Healthcare, Critical Illness cover and Life Assurance for you, with family options - for peace of mind.

We have a diverse workforce and an inclusive culture at M&G, underpinned by our policies and our employee‑led networks who provide networking opportunities, advice and support for the diverse communities our colleagues represent. Regardless of gender, ethnicity, age, sexual orientation, nationality, disability or long term condition, we are looking to attract, promote and retain exceptional people. We also welcome those who take part in military service and those returning from career breaks.

M&G is also proud to be a Disability Confident Leader, and we welcome applications from candidates with long‑term health conditions, disabilities, or neuro‑divergent conditions. If you need assistance or an alternative means of applying for a role due to a disability or additional need, please let us know by contacting us at: careers@mandg.com.