The Head of Talent (HoT) will shape and drive the success of the organisation through its people and culture.
- 2nd February 2021
- Up to £90K + bonus + healthcare + pension
- Head of
or call our Hampshire office 01962 432001
The role will focus on ensuring our structural blueprint, resource, capability and development plans are aligned to the ambitions of the company and on creating a range of initiatives to support cultural change, secure and nurture talent and promote diversity, equality and inclusion in the workplace.
The HoT will lead a team of three; a Leadership Development Manager, a Training Manager and a Talent Acquisition Partner.
Design the methodologies, frameworks and supporting tools to cover the business’ total talent requirements for the next 12-24 months.
Role and responsibilities:
- Organisation design principles (e.g. ‘mix’ (between ‘permanent’ employees, zero-hour employees and third-party provisioned staff), key shifts to our delivery models (e.g. insource/outsource), management spans/layer, etc.
- Career framework
- Workforce planning
- Skill and competency development
- Performance management (e.g. objective setting, personal development planning, tracking progress, providing feedback, reviewing achievements and setting career goals)
- Succession planning
- High potential programme
- Early career hiring
- Talent acquisition
- Leadership development
- Training (e.g. onboarding, mandatory, skills development, etc.)
- Above & Beyond (further programme to ensure our values and culture become actively demonstrated by behaviours across the business) DE&I approach and targets
- Employee engagement
- Support the Director of HR Business Partnering, to drive the implementation and consistent use of these methodologies, frameworks and supporting tools into the business.
- Monitor the impact of the methodologies, frameworks and supporting tools by developing a series of metrics to measure change.
- Widely promote the metrics to demonstrate rate of change.
- Ensure expert knowledge in the methodologies, frameworks and supporting tools is shared across all the HR team
- Create a culture where employees (supported by their line managers) feel nurtured but stretched at work and take ownership of their own personal and professional development and make full use of the tools made available by the company to learn and grow
- Review and implement the relevant accreditations that support and recognise the work undertaken by business
- Working with the Reward Partner, create a robust link between the career framework and our pay and benefits (particularly performance-related bonus arrangements)
- Oversee all recruitment activity to ensure the company continue to attract a pipeline of ‘top talent’ capable of sustaining strong company performance and underpinning future business growth
- Manage the company’s talent budgets, ensuring YoY improvements in the number of posts filled by internal candidates, DE&I appointments, learning events completed, ‘pulse survey’ ratings, time to hire and cost per hire
- Oversee all employee engagement activities and initiatives including forums, surveys and subsequent plans of action. Create an internal network of engagement champions to promote our core values; act as a chair and coach to this group, building their confidence and capacity to drive positive initiatives in line with the agreed strategy
- Establish a wellbeing culture across our business and working with the people team to ensure this is in line with business and current trend and needs
- Working with the Marketing team, establish an internal communication strategy that underpins the work of the HR team and promotes the company’s core values and culture. Plan, write and edit content to contribute to Wrap Campus and other internal communication platforms
- Develop, execute and lead the company’s DE&I strategy that aligns with the company’s values and grow targets yet respects social/cultural nuances
- Support the Director of HR Busines Partnering to coach and build the capability of line managers so they can:
- Translate overall business goals into driving individual and team performance and cultivate a culture of line manager responsibility and accountability for the performance of individual employees and the overall result of their teams
- Proactively promote and support the company’s core values and DE&I
- Participate in relevant projects, leading and championing requirements of individual teams and/or HR
- Be an ambassador for the HR function and people agenda internally and externally (as appropriate)
Benefits of the Head of Talent role:
- Up to £90k
- Private healthcare
- 29 days (plus the 8 public holidays, so 37 days in total)
How to apply:
To discuss the Head of Talent role in more depth please contact Rosie Jenkins at HRHeads by emailing your CV to email@example.com or call +44 (0)7552 244 230. Enquiries are all handled confidentially.