Head of Talent

The Talent & Performance Management Lead plays a critical role in shaping how the organisation engages, develops and retains talent to deliver on its long‑term business strategy. This role is responsible for defining and embedding a coherent, forward‑looking talent and performance approach that strengthens leadership pipelines, builds future capabilities, and promotes a fair, inclusive, and high‑performance culture. The leader will work on building up a team of L&D profiles, focusing on embedding learning as a key contributor to performance and talent development. All 3 topics (learning, talent & performance) will be key for the success of this role, with different focus areas as we progress (and depending on maturity of the topics).

Acting as a strategic partner to senior leaders and HR stakeholders, the role connects talent insights with business priorities, ensuring people decisions are data‑driven, equitable, and focused on sustainable growth.

Key Responsibilities

• Design and lead an integrated talent strategy aligned with business priorities and future capability needs.
• Identify critical roles, emerging skill requirements, and talent risks across the organisation.
• Translate strategic workforce insights into clear priorities for investment in talent and leadership development.
• Partner with People & Culture stakeholders to ensure coordinated execution of the talent agenda.
• Talent Review & Succession Planning
• Lead a consistent, enterprise‑wide talent review and succession planning process.
• Ensure both ready‑now and future successors are identified and supported through targeted development plans.
• Provide senior leadership with clear insights on leadership pipelines, bench strength, and succession risks.
• Performance Management & Culture
• Shape and embed a performance culture built on clarity of expectations, continuous feedback, accountability, and recognition.
• Own the performance management framework, tools, and operating model, driving continuous improvement.
• Ensure performance conversations are meaningful, data‑informed, and development‑focused across all career stages.
• Talent Development & Growth Mechanisms
• Oversee learning and development partnerships and infrastructure supporting talent and capability growth.
• Embed modern development approaches, including experiential learning and micro‑learning, into individual and organizational development plans.
• Enable internal mobility and career progression pathways in collaboration with People Strategy and HR teams.
• Strategic Partnership with HR Business Partners
• Equip HR Business Partners with tools, insights, and frameworks to integrate talent and performance considerations into business planning.
• Ensure talent data and reviews meaningfully inform strategic and operational decision‑making at enterprise and divisional levels.
• Inclusion & Fairness in Talent Processes
• Embed diversity, equity, and inclusion principles across talent identification, succession, promotion, and performance decisions.
• Partner with DE&I stakeholders to enhance transparency, consistency, and trust in talent processes.
• Lead and develop a multidisciplinary team across talent management, learning, and related disciplines.
• Design the team structure and capabilities needed to deliver the talent strategy effectively.
• Foster a culture of collaboration, innovation, and continuous improvement.
• Bring external best practices and market insights into the organisation.

Skills & Capabilities

• Strategic workforce and talent planning
• Talent, performance, and succession frameworks at enterprise scale
• Strong analytical and insight‑driven decision‑making
• Ability to influence and coach senior leaders
• Inclusive leadership mindset
• Strong stakeholder management and communication skills

Experience & Qualifications

• Significant experience in talent management, performance management, or people strategy roles.
• Proven experience with designing and implementing enterprise‑wide talent and performance frameworks.
• Experience working in complex, matrixed organizations.
• Background in leadership development, organizational development, or learning is an advantage.

What Success Looks Like

• Clear, future‑focused talent pipelines aligned with business strategy
• A consistent, trusted performance management approach across the organisation
• Strong leadership succession and reduced talent risk
• Enhanced employee growth, engagement, and retention
• Talent decisions that are fair, inclusive, and data‑driven

What We Offer

• Work closely with inspiring, sup