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Head of Talent Development

Head of Talent and Development - Huddersfield - Hybrid of Office and Remote Based

Salary up to GBP 50k per annum

Plus a Generous and Comprehensive Benefits Package

Full Time - Permanent

The Company

Our client is a leading provider of essential support services, software and data that allow financial advisers, financial intermediaries and product providers to deliver better outcomes for their customers. Formed in the early 2000`s they are the UKs largest provider of outsourced regulatory and business support to financial advisers.

The Role

They now have a fantastic opportunity for a Head of Talent and Development who will be responsible for talent management, development and succession planning across the group.

You will be a talent scout, partnering with the business and HRBPs to identify, develop, retain and progress talent across the organisation. You will be a key member of the Group HR Leadership team, playing an integral role in shaping their talent agenda and the wider People Strategy.

This role requires a passionate, creative, tenacious, adventurous and data-savvy talent professional. You will question accepted ways of doing things, collaborate ceaselessly across the organisation and have a clear focus on getting things done.

This is a brand-new role with relative green fields for an experienced and creative talent professional to really make their mark.

This role is based in the Huddersfield office - the team currently work 2 days per week in the office, and the remainder from home.

Key Responsibilities:

* Building Group-wide frameworks, processes and approaches, with local nuance as required, that will identify, manage and develop talent on an ongoing basis

* Designing and facilitating talent development initiatives and programmes relevant to development needs and to support achievement of strategic plans (e.g. Leadership Development programme, Rising Stars programme etc)

* Building talent data to allow insights and enable action-oriented conversations with stakeholders around retention and development of key talent

* Championing and building manager/leader capability to develop talent, including having great career conversations and building practical development plans.

* Working in partnership with leaders and HRBPs identifying current and future skills gaps and implementing cost-effective development solutions (e.g. apprenticeships)

* Partnering with leaders and managers across the group to embed a robust succession planning approach. Maintaining `live` succession plans and proactively follow-up on the actions required for critical roles

* Championing diversity and equitable opportunity. Educate, challenge and influence the business to create balanced and effective teams with a diverse range of skill and experience

* Oversight of the Learning Management System, ensuring content remains fresh an

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