Senior Manager - Talent Development

Role Purpose To design and deliver programmes and initiatives that support the growth, development, and long-term capability of employees and leaders across the organisation.

Key Responsibilities

• Design and implement learning and development programmes, including training sessions, workshops, and blended learning solutions.
• Partner with HR and business leaders to assess current and future organisational development needs.
• Develop and deliver engaging classroom and digital learning content, ensuring a strong user experience.
• Oversee onboarding programmes, including training materials, induction sessions, and ongoing support for new hires.
• Analyse data and metrics to evaluate the effectiveness and impact of development initiatives.
• Design and implement coaching, mentoring, and train-the-trainer programmes.
• Build and manage talent pipelines, supporting succession planning and career progression across the organisation.

Role Expectations (Vice President Level)

• Contribute to or define strategy, driving requirements and recommending improvements.
• Plan and manage resources, budgets, and policies, ensuring continuous improvement and compliance with governance standards.
• Lead teams where applicable, defining roles, setting objectives, and supporting employee development and performance outcomes.
• Act as a subject matter expert, guiding technical direction and leading complex, multi-year initiatives.
• Provide coaching and mentorship to less experienced colleagues.
• Advise senior stakeholders on talent development strategies and cross-functional impacts.
• Identify, assess, and mitigate risks in line with governance and control frameworks.
• Collaborate across functions to align talent initiatives with broader business strategy.
• Apply advanced analytical thinking to solve complex problems and develop innovative solutions.
• Build and maintain strong stakeholder relationships, using influencing and negotiation skills to achieve outcomes.

Role Overview In this role, you will lead the strategy, frameworks, and processes for succession planning and leadership development across the organisation. You will oversee the full lifecycle of succession management—from design and implementation through to ongoing capability development and readiness of identified successors.
Key focus areas include:

• Embedding succession planning into business priorities
• Driving continuous improvement and process digitisation
• Measuring effectiveness and impact of talent initiatives
• Aligning succession and development strategies with broader organisational goals

You will work closely with senior leadership teams, acting as a trusted advisor to influence talent decisions and ensure strong leadership pipelines for the future.
Stakeholder Engagement

• Partner with senior leadership and HR teams to drive talent outcomes
• Influence and support leadership decision-making on succession and development
• Collaborate with internal teams and external partners to bring in best practices

Essential Skills & Experience

• Proven experience designing and leading succession planning strategies and frameworks
• Strong ability to engage and influence senior stakeholders
• Experience measuring effectiveness of talent development and succession initiatives
• Excellent communication skills, with the ability to present insights and recommendations to senior audiences

Desirable Skills

• Experience in large, complex or regulated organisations
• Exposure to digital transformation within learning and talent development
• Strong understanding of talent management and organisational development practices

Additional Capabilities

• Strategic thinking and strong business acumen
• Risk and control awareness
• Experience in change and transformation environments
• Strong analytical and problem-solving skills
• Ability to manage complexity and deliver high-impact outcomes