Talent Development Partner

Reporting to the Head of Talent & Employee Development, this role combines performance delivery, manager enablement and employee engagement execution. You will work closely with managers, SMT and the wider People team to ensure performance expectations are clear, development is purposeful, and engagement initiatives translate into meaningful action.

Operating in a fast-paced, performance-focused environment, you will own the day-to-day delivery of performance and development frameworks while supporting the coordination of engagement and communication initiatives. This is a visible, relationship-led role that requires confidence, organisation and commercial awareness.

This role is particularly suited to someone who has built a strong foundation in HR or People and is looking to deepen their expertise in performance, capability and development within a scaling, impact-driven business.

Performance & Capability

• Own the operational delivery of the performance cycle (OKRs, reflections, timelines and completion tracking)

• Drive consistency and quality in performance conversations across the business

• Support early performance interventions, equipping managers with practical tools and confidence

• Embed meaningful 1:1 practices and development planning standards

• Monitor performance data trends and flag risks or inconsistencies

Manager & Development Enablement

• Deliver manager enablement workshops focused on feedback, accountability and development conversations

• Support rollout and adoption of career and skills frameworks

• Curate practical development pathways aligned to business priorities

• Ensure learning initiatives drive measurable behaviour change

• Evaluate effectiveness and continuously improve programmes

Employee Lifecycle & Standards

• Own delivery and improvement of induction experiences

• Embed clear probation standards and support manager checkpoints

• Ensure new starters are set up for performance clarity and early success

• Identify and escalate lifecycle risks impacting performance or retention

Engagement & Communication

• Coordinate the engagement survey cycle (timelines, comms, tracking)

• Support SMT follow-through on engagement action plans

• Draft and manage core internal communications

• Support recognition embedding aligned to behavioural standards

• Coordinate Culture Champions activity in alignment with strategic direction

Collaboration & Stakeholder Partnership

• Act as a credible partner to managers and SMT on performance and development matters

• Work closely with People Operations to ensure accurate reporting and process consistency

• Collaborate with the Senior Consultant (engagement strategy) to ensure alignment between performance and engagement activity

• Contribute to strengthening the overall People operating model