Job Detail

Talent Partner - HR, Corporate Service, Comms & CEO - Job wall Global

Date Posted: Aug 30, 2022

Job Description

As a Talent Partner you have a critical role to play within the overall SSC talent team.

You will support the STP or Head of HR in the creation of talent plans within either one of our largest and most complex business units within SSCs or in a collective of smaller functions. Which in turn supports the delivery of their short, medium and long-term business objectives, by ensuring we have the right level of resource, skills, experience and succession in place.

You will have specific accountability for a key area of this business unit or group of smaller, less complex functions, leading the creation and delivery of their specific standalone talent plan, ensuring that it evolves to meet their needs. This could be a large (upto c500) and complex area of the business unit with unique requirements or a collective of smaller, less complex functions where you will be their key talent lead. Usually , this business area(s) will operate in a highly competitive market place, where capability is new and emerging, and highly sought after – the competitor landscape will be complex and dynamic.

In achieving the above, you will work closely with Senior Talent Partners and a number of Centres of Excellence to ensure the delivery of the talent plans and will be supported by Talent Delivery Consultant(s) as relevant. You will be responsible for driving key talent and development initiatives – these will range from identifying future-facing talent requirements through to deliv ering talent interventions

What You Need To Do

  • Develop relationships with relevant business leaders and leadership teams, establishing yourself as the talent expert. This will include influencing your specific business leaders (upto and including Operating Board level), changing their mindset and thinking around talent priorities and deliverables. You will need to develop cross functional relationships with other STPs / business leadership teams to drive the talent agenda as a holistic company capability.
  • Support the development and delivery of the Talent plan in the total business unit(s) and take ownership for your specific area, ensuring that you are always aligned with overarching Group approaches to talent development and identification; continually connect in with relevant CoE to leverage their expertise
  • For your part of the business unit(s), understand the specific business objectives and related talent requirements, leveraging people data to develop deep insight into the trends/opportunities/forces at play. As the talent market for this particular area is constantly evolving, you will need to continually look at new and innovative ways to develop and retain talent and work closely with the resourcing team to ensure our EVP brand resonates both internally and externally
  • For your part of the business unit(s), be knowledgeable of external market knowledge and insight and any emerging trends, creating diversity rich talent interventions. Assess the effectiveness of the current workforce to meet current / future business objectives and given the speed of innovation, be front-of-foot in identifying resource and skills/capability gaps, and build resulting great succession and development plans. Share learnings and connect in with the STP/Head of HR and the broader business area when needed. Look at new, innovative and evolving talent entry points to beat the market.
  • Define any specific behavioural and leadership learning and development needs as part of the overall talent plan and filter and challenge ad hoc requests from the business area(s) to ensure we are utilising pre-existing learning resources appropriately and driving the greatest value. Build great relationships across the organisation, connecting leaders of similar capability sets so that we can maximise and contribute to their technical learning needs and agenda.
  • Provide support and engaging delivery of relevant learning interventions such as senior leadership skills boosts (for our C6 / SM leaders) and/or organisational wide initiatives, being the translator to the business unit(s) you support.
  • Own the end-to-end talent review process for your specific business area, including facilitating cross- functional data calibration sessions and stretching thinking around talent, through to ensuring all processes and tools are maximised
  • Identify and nurture hi potential colleagues (both ‘individual contributors’ and leadership) within your specific business area. With the Talent CofE, develop technical competency frameworks and career paths, and use existing leadership talent frameworks to aid new thinking and to support career development and progression
  • Evaluate role profiles across the SSC, ensuring they are evaluated fairly and consistently. Also ensure roles have been externally benchmarked so that reward packages are equitable and in line with similar roles both internally and externally. Keep abreast of changes in the external market given scarity of key tech /data capabilities and ensure our total reward offering enables us to attract and retain great technical talent
  • Build relationships and work collaboratively sharing ideas and knowledge with the broader network of Senior Talent Partners, Talent Delivery Consultants and the Centres of Excellence to ensure we’re working in the most effective way possible and delivering value for our stakeholders

What You Need To Know And Show

  • Expert knowledge of general HR principles and specialist knowledge of internal / external talent management to help create rich and meaningful talent plans
  • In-depth knowledge of Talent and L&D processes, models and methodologies and able to bring these to life; seen as an expert in this field
  • Significant experience in delivering engaging face to face training, both behavioural and technical
  • Fully connected with the external market and emerging trends in HR and the broader market enabling great talent dicussions with leadership teams and a deep understanding of their specific talent challenges
  • In-depth knowledge of diversity and inclusion agenda and practices
  • Significant experience of working with a HR system and analysing / manipulating data to drive insight and a call to action
  • CIPD qualified, or equivalent experience
  • Clear sense of ownership and an ability to follow through tenaciously to resolve issues, even in times of ambiguity; remains optimistic in the face of obstacles, highly resilient
  • Able to influence others (upto and including DD level) though a mix of professional credibility and a proven ability to build strong relationships; able to flex your style and respond to challenges in the moment; evidence of being able to change behaviour / mindset
  • Commercially aware – can think ahead, anticipate risks, encouraging the organisation takes a long term view on talent. Can think ‘outside the box’
  • Highly analytical – a strong advocate of data driven decision-making. Uses data to create stories and building a compelling case for action
  • Ability to adapt style to work with highly technical teams and a talent agenda that operates within a complex and future facing capability. This will involve balancing traditional talent thinking with a innovative mindset, where approaches may need to be adapted / created

What Decisions I Can Make Including Budget

  • Full or partial accountability to the talent plan for the business unit(s) you support or lead – and relevant initiatives within the plan. Can shape and drive plan based on internal / external insight and galvanising support from relevant teams and CofEs
  • Use own judgement to influence a particular course of action e.g. recommend specific talent interventions or drive ‘technical’ and leadership talent thinking in unison to resolve talent challenges
  • Resolve conflicting demands from different teams / stakeholders in your business area. Able to think through multiple or substantially different procedures, opinions and simplify complexity in a constantly evolving tech / data marketplace
  • Work with leadership teams to identify and prioritise demand, and turn this into tangible outputs
  • Ability to work outside of set parameters, drawing on various key stakeholders and resources, taking proactive action to drive the talent agenda

Skills Required

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Job Detail

  • Location
    London, UK
  • Company
  • Type Of Employement
    Full Time/Permanent
  • Career Level
  • Positions
  • Experience
    4 and 4+ Years
  • Gender
    No Preference
  • Degree
  • Apply Before
    Oct 25, 2022