Senior Manager - Liverpool, United Kingdom - HPRExecutive

Description

Senior Manager – Talent Management & Talent Development

Location: Hybrid with easy access to London, Manchester or Northamptonshire

Salary: £90-125,000 + bonus + benefits + career opportunities

Our global market leading Client is seeking an exemplary individual to join their UK and Ireland HR team to lead Talent Management, Succession planning, Leadership Development, Talent development, Apprenticeships and Early Careers development agenda for the UK, Ireland and an expanding European footprint. You will be a Talent Management Leader with progressive experience gained in the FMCG, Retail, Hospitality, manufacturing or logistics sector.

Reporting to the Chief People Officer, you will strategically partner with the Executive and Senior Leadership Teams to ensure proper alignment of an accountable, high-performing, and values-driven culture to actively anticipate, plan for, and address talent and culture needs of the organisation.

You will be responsible for creating the Talent Management & Talent Development philosophy, roadmap, and delivering against core initiatives including Talent Reviews, Succession Planning, Talent Development, and Change Management Early careers activity. In this role you will provide tools, resources and strategic consultation to the broader HR community and executive leadership.

This is done through innovation, the use of HR technology and the efficient delivery of programs/projects that will drive development and retention of their talent, while also ensuring that our organisation is optimally designed for efficiency and results.

The ideal candidate will have a proven record in driving a talent management and Talent Development strategy in a dynamic, ever-changing environment where influence drives results. In addition, the candidate must have a clear understanding of an organisation's current and future business strategies and the ability to implement and sustain behaviour where performance requirements, talent assessments and career development paths are clear and supported.

You will partner with HR colleagues in the identification of key Talent opportunities required to drive business success; building a consistent set of tools, plans and timetables designed to close the talent gaps that are integrated in with strategic and business plans.

The role:

Talent Management– Leads, develops, and executes the overall talent management strategy that drives engagement, succession planning and retention while delivering a clear and scalable approach to supporting leaders across the business. Monitors relevant metrics and KPIs to proactively diagnose and address key talent trends across the organisation

Professional & Leadership Development – Further develop the human capital of the organisation through competency development, career-path planning, targeted learning strategies and developmental assignments that prepare individuals to achieve their maximum potential. Evaluate and develop education and training opportunities, both internal and external, to ensure they meet the evolving needs of the workforce

People Leadership – Lead, motivate, and encourage the Talent team. As a member of the HRLT, engages and motivates the broader People and Communications team across the UK and Ireland. Define People/HR goals and objectives that align with and support the strategic and operational goals of the organisation.

Culture & Values – Act as the ambassador of culture, consistently defining ways to identify and reinforce the behaviours that exemplify organisation values. Strive to advance people and implement organisational strategies to promote employee engagement. Partner with senior management to help enhance a positive, engaged culture that works to assimilate the interests, talents, and contributions of all employees at every level. Develops, directs, and monitors plans aimed at maintaining a healthy workplace culture, including strategies, programs, and initiatives related to associate engagement

Diversity, Equity & Inclusion – Act as a strategic thought partner in collaboration with senior leadership to embed diversity, equity, inclusion and belonging throughout the organization. Leads the strategy and execution of all DEIB initiatives, including the DEIB council and ARGs. Responsible for the continued evolution of the DEIB strategic roadmap.

Developing and managing the Talent Management and Talent Development roadmap and portfolio of work.

Creating meaningful and measurable development opportunities form early careers to executive team members

Establishing and owning executive talent & succession readout cadence, including CEO level readouts creating executive coaching programmes with external professionals

Establishing & maintaining cross-functional talent review process.

Providing professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent.

Collecting, analysing and maintaining data gathered to inform targeted development (e.g., succession planning).

Partnering closely with the Analytics team to support and drive development reviews with HRBPs and lines of business.

Collecting and coordinating aggregate data for talent pool creation; translating data into insights through data analysis that drives deliberate action plans at the appropriate levels.

Partnering with the HR Business Partner community to understand the overall business, client groups and strategic business objectives, to ensure the work prioritised aligns with their business roadmap.

Successfully manage and drive complex projects through the full project management lifecycle as applicable.

Creating and maintaining an environment of equal employment opportunity, diversity and competitive advantage in support of the company's diversity and inclusion strategic plan.

Closely partner with HR and business leaders to define strategic talent management and development objectives that support business priorities. Lead and drive these objectives in partnership, leveraging data and analytics.

Execute end-to-end delivery of annual talent processes (succession planning, promotion and performance development),

Support targeted strategies and development/advocacy programs to hire, develop and retain diverse talent. Build close relationships with DE&I partners to ensure our practices include the appropriate diversity lens.

Consult with HRBP's and business leaders, to diagnose people and organisational gaps and identify ongoing training and development needs for senior levels within the business.

Design and facilitate development interventions for teams and individuals including senior level offsites utilising available external partners

Coach individuals to improve performance, using a variety of tools such as MBTI, Hogan Development Survey and Interpersonal Leadership Styles and relevant coaching techniques.

Source and create great relationships with external partners

Create a high performing team

The person:

Degree in Human Resources or Business Management; master's degree in business/organisational development is strongly preferred

Industry experience ideally retail, hospitality, FMCG, manufacturing, logistics or management consultancy

Broad HR experience including a specialist talent management, talent development, organisational development, program and performance management.

Experience designing, developing and supporting organisation-wide talent management programs that cover performance management, talent development, leadership development, coaching, succession planning, data analytics and relationship management.

Experience with talent management and learning & development creating innovative measurable programmes

Intellectual rigour and curiosity

Experience in diversity, equity, inclusion & belonging

Prior experience serving in an HRBP capacity is desirable

Proven experience working end-to-end talent solutions

Demonstrated experience working in a fast-paced work environment and delivering results in a cross-functional team setting

Ability to influence stakeholders in written and oral communication

Executive-level presentation skills

Flexible and adaptable – ability to adapt to various situations and stakeholders

Autonomous and self-driven - ability to work with all levels of the organisation

Demonstrated experience influencing senior leaders.

Able to collaborate cross-functionally.

Professional, resourceful, and action-oriented.

High energy, disciplined, and focused.

Having a robust understanding of and ability to fully utilise the portfolio of PM tools and documents such as: charters, kick-off meetings, issues logs, project plans, RACIs and more.

Previous experience in capturing metrics and producing various employment reports.

Demonstrated analytical skills. Ability to build an in-depth understanding of a business and utilise critical thinking and analytical skills to identify issues and trends, develop solutions and/or recommendations to address root cause

Experience in designing and delivering development interventions

Strong facilitation skills and coaching skills

Knowledge of individual, team, manager and leader development techniques including coaching and feedback

To apply for this incredible career opportunity please email your CV to