Primary Purpose of the Job
- To design, deliver, and embed leadership and talent development initiatives that strengthen leadership capability, enhance promotion readiness, and support long-term talent retention.
- This role translates talent strategy into practical, scalable development solutions and works closely with Business Partners, Learning & Development, and Service Line Leaders to embed these into day-to-day leadership practice.
- The role carries end-to-end accountability for programme delivery and impact, including key initiatives such as the Leadership Academy, Development Centre's, Young Leaders Council, SheLeads, Transition Programmes, and Partner Induction.
KEY RESPONSIBILITIES:
Talent Growth & Leadership Development
- Support the design and implement programs to support the development and retention of the talent pool.
- Design and execute leadership and talent development initiatives across key career stages, including senior professional and leadership populations. Coordinate and contribute to leadership and talent development initiatives across key career stages, including senior professional and leadership populations.
- Develop structured leadership pathways and development journeys aligned to organisational capability requirements. Assist in developing structured leadership pathways and development journeys aligned to organisational capability requirements.
- Ensure development initiatives are practical, business-relevant, and scalable across service lines.
Leadership Development & Facilitation
- Design and facilitate leadership development workshops, programmes, and forums for Manager to Partner-level populations. Facilitate and coordinate leadership development workshops, programmes, and forums for Manager to Partner-level populations.
- Support leadership transition programmes.
- Partner with external service providers where required, ensuring quality, relevance, and alignment to business needs.
Promotion Readiness, Talent Reviews & Succession
- Support and coordinate talent review processes, promotion readiness discussions, and calibration forums in partnership with P&C Business Partners.
- Contribute to the development and refinement of promotion criteria, readiness indicators, and leadership capability standards.
- Support succession planning processes for critical leadership roles and key talent pools.
- Ensure talent and promotion processes are applied consistently and credibly across the organisation.
Talent Centres & Assessment Integration
- Support the design and delivery of talent development centres, leadership assessments, and diagnostic interventions.(can only do if HPSCA accredited)
- Ensure assessment outputs inform development planning, promotion readiness, and succession decisions.
- Uphold ethical and professional standards in the use of assessments and talent data.
Career Frameworks & Capability Architecture
- Support the development and implementation of career frameworks, leadership capability models, and development architectures.
- Ensure alignment between:
- Capability frameworks
- Career progression pathways
- Leadership development initiatives
- Learning and development offerings
- Work with People & Culture Business Partners to embed these frameworks within business units and leadership conversations.
Stakeholder Engagement & Business Partnership
- Work in close partnership with the Head of Business Partners to prioritise initiatives and align delivery to business needs.
- Collaborate with P&C Business Partners to support senior leaders with talent insights and development interventions.
- Build strong working relationships with senior leaders, contributing credibly to leadership and talent discussions.
- Partner with Learning & Development, and other COE teams to ensure integrated delivery and clear accountability.
Data, Insights & Continuous Improvement
- Use talent and development data to evaluate programme effectiveness and identify improvement opportunities.
- Track adoption and impact of leadership and talent initiatives.
- Continuously refine approaches based on business feedback, workforce trends, and organisational priorities.
Requirements
Qualifications
- Bachelor’s degree in human resources, Industrial Psychology, Organisational Development, Learning & Development, or a related field.
- Postgraduate qualification or professional certification in Talent Management, Leadership Development, or OD is advantageous.
- Exposure to or registration in psychometric assessment practices is advantageous.
Experience
- Experience in a professional services, consulting, or similarly complex environment is preferred.
- 3-5 years’ experience in Talent Management, Leadership Development, Learning & Development, or Organisational Development.
Proven experience in:
- Leadership development programme design and delivery
- Talent reviews, succession planning, and promotion readiness
Facilitation experience
- Experience engaging and influencing senior stakeholders.
Competencies: Knowledge and Skills
Knowledge & Skills
- Strong project management and follow-through capability.
- Ability to design practical and workable solutions to retain talent and deliver on the Talent Strategy
- Good understanding of leadership development and talent pipeline practices.
- Strong facilitation and communication skills.
- Sound understanding of assessment and psychometric tools and their application.
- High levels of professional judgement, resilience, and stakeholder maturity.
Behavioural Competencies
- Takes initiative and is able to build strong relationships
- Recognised as a trusted and credible authority on audit quality within the firm.
- Successfully embeds practical, workable initiatives within a business unit
- Delivers visible improvements in initiatives
- Acts as a role model for accountability, professionalism, and quality ownership.
Core Values & Competencies
- Collaboration and relationship-building
- Client and stakeholder focus
- Business impact orientation
- People development and engagement
- Leadership credibility
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