Job Description

Head of Talent Management (Talent Management, L&D, Leadership Development, Talent Acquisition, EVP and DE&I)

Location: Northern Home Counties (Mixture of Home Working and Head Office and Regional Offices)

Salary: \xc2\xa3100-120,000 + Bonus + car allowance + LTIPS

Working for a global retail brand as Head of Talent Management, you will be the senior leader of Talent functions (Talent Management, L&D and Capability, Talent Acquisition, DE&I, Employer Branding) and a key member on the HR leadership team. This leader works strategically to transform this leading global retailers talent landscape and drive the talent lifecycle and organisational effectiveness while embracing and enhancing a culture of inclusion, growth, and well-being. Functions include Talent Acquisition, Workforce Planning, Talent Management, Organisational Effectiveness, L&D and Leadership Development along with the company\'s employee listening strategy. This impactful role partners closely with the Chief Human Resources Officer, Human Resources Leadership team, business leaders, and internal and external stakeholders in the development, implementation, and measurement of talent philosophy and strategy that aligns with the company\'s mission, vision, and values. This role will be key in building talent capabilities that ensures organisational talent is ready to meet current and future business needs.

You will connect their people to priceless opportunities so they can reach their potential and ensure we reach theirs as an organisation. You will establish industry leading practices for attracting, developing, and retaining the best people, to future proof their business and support teams in delivering the best work of their careers.

The role:

• Strategy: Own the development, delivery, and measurement of organisational philosophy and strategy for all Talent functions. Work closely with business leaders, HR Business Partners, and other key stakeholders to assess and understand their strategic talent and organisational needs, building and refining a strategy and roadmap to address them in alignment with current and future business priorities
• Function Leadership: Oversee the ongoing enhancement and execution of core talent programs and processes. Ensures alignment with company objectives and enables the business to acquire, retain, and develop the right talent and the right time. Works closely with HR Business partners and other key stakeholders to ensure programs and processes are clearly defined, understood, and adopted. Drives consistency, sustainment, and continual improvement.
• Partnerships: Directs and strategically partners with business area leaders and stakeholders to ensure talent strategies, workforce planning, and talent systems are aligned with the needs of the company. Responsible for achievement of critical performance results for organisation. Influences and drives change management processes for improvement of business results.
• Strategic Initiatives: Responsible for large-scale management of strategic initiatives and projects related to talent. This will include developing and maintaining key partnerships with the business area leaders and subject matter experts in various departments both within and outside of Human Resources. It also includes direct management of outside vendors and consultants who are secured by the company to work on key initiatives and implementations of new procedures and implementation of technology.
• Leadership: Lead a high performing team. Effectively coach and develop team members to effectively and collaboratively deliver and measure programs and experiences.
• Compliance: Responsible for corporate compliance with all applicable state and federal regulations pertaining to areas of responsibility.
• Lead the establishment of COE team priorities in alignment with the people strategy and priority areas, and company vision/strategy. Ensures proper execution of the COE priorities and initiatives by managing an integrated roadmap, resource allocation and prioritisation, governance, and acting as the liaison with other COEs to ensure go to market plans take into consideration the customer experience end to end
• Ensures they keep the customer at the centre in all of the COE communications and engagements. Leads the go to market and enablement strategy for the team\'s products and services to drive greater engagement with key audiences
• Establishes and manages an integrated COE scorecard
• Leads the COE team \'rhythm\': meetings cadence, business reviews, team engagement forums (from Leadership team meetings to COE meetings), and engagement with key internal stakeholders
• Builds change management capabilities (framework, capabilities/ skills, tools, etc.) for the organisation.

The person:

• Degree educated in HR, Business Administration or related field or equivalent combination of education and experience. Relevant experience, including demonstrated experience leading talent management and capability function, preferably in a Retail, FMCG, Automotive, Manufacturing, Logisics or FMCG organisation
• Excellent strategic, consulting and process thinking abilities. Ability to simplify complex issues and take a pragmatic approach to organisational deliverables. Ability to architect and implement large change and operate easily between concept and operation.
• Experience leading teams and vendors in the program design and implementation of end-to-end employee development solutions that include the evaluation, design, and delivery of leadership development, talent analytics, high impact learning programs, performance management, succession planning, and career development.
• Strong interpersonal skills, judgment, and a high ability to collaborate with and influence at all levels.
• Knowledge of Diversity, Equity, and Inclusion best practices.
• Strong leadership skills with proven experience developing diverse teams and individuals.
• Demonstrated ability to lead and inspire through transformation and change.
• Articulate integrated strategy, develop and execute plans
• Strong program and project management skills
• Track record in managing cross-functional project portfolios, drive collaboration and connect teams effectively
• Manage multi-year initiatives and budgets, proven ability to drive execution and see the big picture
• Expertise in change management and organisational development
• Demonstrated talent/people practices knowledge
• Excellent communication, influencing, and storytelling skills
• Customer-centric approach to process improvement
• Agile mindset, must be adaptable in flexible, global, multidisciplinary teams
• Experience designing, developing, and supporting organisation-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management
• Experience with process improvement tools and metrics.
• Active network focused on best practices and emerging Talent Acquisition trends.
• Knowledge and past use of a best-in-class applicant tracking system.
• Excellent project management skills; strong business acumen.
• Proven experience working as a member of a business leadership team and directly interacting with senior executives, along with the credibility and communication skills to build, grow and maintain strong internal relationships across the leadership team and the company enterprise.
• Proven experience with execution of strategic and tactical Learning and Development programs and initiatives.
• Proven track record of effectively influencing and navigating across organisational boundaries and building strong partnerships that produce results.
• Pro-active, energetic, articulate leader who is a sophisticated communicator and comfortable working across cultures and levels.
• The person will possess a positive, can-do approach and have a high client and service delivery orientation.
• High-energy, drive with a strongly positive outlook.

To apply for this career-defining role please e-mail your CV

High Profile Resourcing