Talent Partner

The Talent Partner leads delivery of the Group's talent and performance approach. Their job is to make sure we identify, assess, develop and keep the people who will lead the Group in future, and that performance is managed consistently and fairly in every business. They are hands-on and close to the business, working alongside leaders and managers to make our talent and performance processes simple, credible and well used.

The role covers the full talent cycle. That means running talent reviews and assessing potential using the Future Four framework, building succession plans for our most critical roles, and turning those insights into development and career opportunities for the colleagues we want to grow. It also plays a central part in designing and rolling out the Group Performance Framework and setting these processes up in Workday, backed by the data and insight that give the Group confidence in its future leadership.

Key Responsibilities:

• Talent Assessment & Succession Planning: This area is about giving the Group a clear, consistent and trusted view of its talent, so that decisions about potential, succession and investment rest on evidence rather than instinct.
• Performance Management: This area is about giving every colleague a clear, fair and consistent performance experience that covers both what they deliver and how they deliver it.
• Talent & Performance Technology: This area is about making sure our talent and performance processes work well in Workday, so they are simple for managers and colleagues to use and give us reliable data across the Group.
• Talent Pipeline Initiatives: This area is about making sure assessment leads to real growth, and about steadily increasing the quality and breadth of the Group's talent pipeline.
• Career Paths & Internal Mobility: This area is about giving colleagues a clear view of where their career could go within the Group and making it easier for them to get there, so we grow and keep our talent instead of losing it to other employers.
• Talent Data & Reporting: This area is about giving leaders a clear, reliable picture of the Group's talent and performance, so they can spot risks early and make better decisions.

Skills, Knowledge and Experience:

• Experience in a talent management, leadership development or performance management role, ideally in a large, multi-site or multi-brand organisation
• Hands-on experience running talent reviews, potential assessment and succession planning, including tools such as the 9-box
• Experience designing or implementing performance management frameworks, including objective setting, check-ins and development planning
• Experience configuring or implementing talent and performance processes in an HR system, ideally Workday

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