Title
Performance Management & Talent Mapping Advisor
Working Hours:
40 Hours
Reporting to:
Head of Talent
Location:
Head Office
Department:
People
Direct Reports:
0
Role objective:
The Performance Management & Talent Mapping Advisor is responsible for supporting the Head of Talent & the Organisational Effectiveness & Workforce Planning Lead to collaborate on the development and implementation of talent mapping & succession planning strategies and employee performance & appraisal frameworks within the Group. This role plays a critical part in ensuring that we develop and retain top talent while fostering a culture of innovation, collaboration, and continuous improvement.
Responsibilities:
Succession Planning:
* Partner with the People Business Partners and Business Leaders to understand current workforce and design effective mapping and career pathways to drive succession planning initiatives to ensure the business has the right people in the right roles at the right time.
Data Monitoring and Reporting
* Analyse and Report Data: Monitor and analyse data to provide regular reporting on department efficiencies. Utilise People data analytics to inform decision-making and measure the effectiveness of organisational initiatives.
Talent Pathways and Development
* Design Talent Pathways: Work with the Development & business partnering team to design and implement talent pathways. Establish career development frameworks and pathways that empower employees to achieve their professional goals.
Collaboration with Business Partners
* Advise on Group Performance Appraisals: Work in collaboration with Business Partners to advise on the Group’s Performance & Apprasial design to ensure an effective succession planning model is in place.
* Stakeholder Engagement: Build strong relationships with key stakeholders across the organisation to ensure alignment and support for initiatives.
* New Job Scoring: Develop and own governance around new headcount scoring system
Talent Mapping
* Conduct talent assessments to identify high-potential employees and their development needs.
* Develop and implement talent development plans, including coaching, mentoring, and training programs.
* Support succession planning efforts by identifying and developing high-potential employees for key roles.
* Work with business leaders to understand future talent needs and develop strategies to address them.
Performance Management
* Establish Performance Metrics: Work with Head of Development & Head of Reward to establish performance metrics and frameworks to assess and enhance employee and organisational performance. Implement feedback mechanisms that promote a culture of continuous improvement.
* Implement and manage the performance management cycle, including goal setting, performance reviews, and feedback mechanisms.
* Ensure integration of performance management with other HR processes like compensation, training, and succession planning.
* Provide guidance and support to managers on performance management best practices.
* Analyse performance data and identify areas for improvement.
* Develop and deliver training on performance management processes.
Competencies:
* Strategic Thinking: The ability to think strategically and advise business leaders in accordance with the People strategy and wider Group activity.
* Stakeholder Management: Ability to work effectively with others, including senior leaders, in an environment susceptible to change. Works to build relationships to create a collaborative environment where listening, consulting, and proactively communicating is key.
* Data Analysis: Ability to collect, analyse, and interpret numerical, verbal, and other types of people data to inform decision making.
* Performance Oriented: Ability to develop strategies to deliver against organisational goals, focused on driving results and tracking business impact.
* Change Management: Adapts and responds positively to organisational change and ambiguity, making positive use of the opportunity change management creates.
* Ability to Work at Pace: Ability to work at pace and adapt priorities where required.
Skills and Experience:
* Level 5 CIPD Qualification or Equivalent (or working towards)
* Current In-Depth Knowledge of HR Legislation and Best Practice Procedures
* Proven Experience of Leading Significant Organisational Change: In a complex business environment
* Demonstrated Experience in talent mapping and succession planning
* Implemented new annual appraisal systems
* Excellent Communication and Interpersonal Skills: With the ability to build relationships across an organisation
* Strong Proven Experience of Stakeholder Management: At C-suite/ELT level
* Strong Knowledge of Talent Management Strategies, Performance Management Processes, and Talent Development Initiatives
* Comprehensive Knowledge of Talent Management, Succession Planning, Employment Legislation
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