Job Description
We are seeking an experienced Head of Progression will work closely with the Director of Organizational Culture and partner other leaders to define and activate a progression value proposition for T&F, heading up a strategic project to drive engagement and talent goals through a re-energised approach to progression and mobility at T&F.
The Head of Progression will lead People Team project leads to define, activate and expand routes to creating career growth opportunities through promotion and experiential learning. The role will work with Business Partners, L&D, Reward and Recruitment partners to use data and insight to support vertical and lateral progression, ensuring colleagues have multiple opportunity to grow their careers, skills, and impact within the organization.
The role will manage agreed activities and initiatives that provide continued, sustainable impact to colleague mobility at T&F, fostering a culture where development and progression is embedded in the organizational DNA.
Qualifications
Key Responsibilities:
Partner with the Director of Organisational Culture and other leaders to design, activate and communicate a clear approach to progression at T&F, building and sharing key information to empower and enable colleagues in their future career choices.
Lead key deliverables within a People Team strategic priority around progression, applying a product mindset to colleague promotion and related experiential learning.
Progression definitions and foundations.
1. Provide clarity around a progression proposition, working with leaders to communicate a clear set of commitments, processes and opportunities that colleagues can understand and actively engage with.
2. Review the T&F career architecture as a ‘go-to’ progression framework to underpin career interventions, updating to keep pace with organisational change and enabling colleagues to better navigate potential opportunities.
3. Work with L&D to establish core competencies that support our big ambition, designed to bring basic alignment across skills and behaviours to different business areas.
4. Use data and insight to identify impactful opportunities in progression
Progression processes design and activation
5. Work with the People team and business leaders to develop and articulate simple, transparent processes relating to deliver progression and promotion commitments
6. Support the Head of Reward to prepare for a consistent cyclical review process
7. Work with leaders and People Team to identify and design distinct promotion/ progression pathways for key roles, including assessment processes in partnership with the TA team.
8. Partner with L&D team to build a structured career experience programme of ‘active’ career experience: from taking part in programmes like the ‘Innovation Challenge’ to being a mentor or buddy, a community committee lead, part of a Colleague Resource Group or taking on additional responsibilities within a team or business area, clearly linked to architecture and talent/ succession paths. Work with L&D to extend a ‘badging’ system around such activities, understanding how colleagues can build experiences to learn new skills and demonstrate their potential.
9. Communicate, partner and measure
10. Work with the Director of Organisational Culture and Director of Executive and Internal Communications to develop a clear approach to transparent communication and organisational storytelling in relation to progression and opportunity.
11. Bring life to the opportunities available to colleagues to progress their careers and gain relevant experience through transparent and creative communication & engagement.
12. Work with the Pulse Business Leads to track Pulse feedback and related action, with particular focus on Career Progression.
13. Align with the TA team and PLOD team to ensure progression and mobility dovetails with recruitment and development strategies and frameworks.
14. Track data relating to key aspects of progression to understand gaps, opportunities and change over time to understand the impact of interventions and ongoing issues.
15. Partner with relevant Informa Colleague Experience teams as needed to drive consistency, efficiency and alignment.
What we're looking for:
This role requires experience of balancing strategic thinking with practical implementation, using data to drive decisions while maintaining a strong focus on colleague experience and organizational culture.
Strategic Leadership
16. Experience leading strategic, multi-stranded change programmes, particularly in career development or talent mobility, ideally in a global setting.
17. Experience working with senior leadership to define and activate organizational talent strategies
18. Track record of using data and insights to drive HR decision-making and demonstrate ROI
Technical HR Knowledge
19. Experience in career development frameworks, talent management, succession planning or internal mobility programs, ideally in a global setting.
20. Knowledge of HR data analytics and metrics related to talent retention and progression
21. Understanding of role evaluation methodologies and career architecture design
22. Understanding and vision relating to aligning formal and experiential development with career development
Collaboration and Influence
23. Demonstrated ability to lead cross-functional teams or taskforces to successful change implementation
24. Experience working with multiple stakeholders across different business areas
25. Strong influencing skills to gain buy-in from senior leaders and colleagues
26. Ability to align initiatives with broader organizational strategies
27. Resilient and able to work with ambiguity
Communication
28. Excellent written and verbal communication skills
29. Experience in creating compelling internal communications around career development
30. Ability to translate complex HR concepts into accessible guidance for colleagues
31. Skills in organizational storytelling to showcase successful career paths
Project Management
32. Experience managing strategic projects/ programmes with clear deliverables
33. Ability to transition strategic initiatives into sustainable BAU activities
34. Skills in measuring project outcomes and demonstrating impact
This role offers an exceptional opportunity to shape the future of career development at Taylor & Francis while making a lasting impact on colleague experience and organisational culture.
Additional Information
Closing Date: 12th January 2026
You must have the right to work and live in the UK.
The role is open either on a permanent or secondment basis and part time options will be considered.
Location: The successful candidate will be able to utilise our balanced working model. We ask that candidates live within a commutable distance of our Milton Park office to ensure that as a balanced worker they can make it to our office location to collaborate as required. There is an expectation for a minimum of 3 days per week in-person time.
We believe that great things happen when people connect face-to-face. That's why we work in-person with each other, or with customers and partners, three days a week or more. When you’re not spending time together in one of our offices or other workplaces – like at conference – you get the flexibility and support to work from home or remotely.
What we offer in return:
35. A competitive salary + bonus
36. 25 days annual leave
37. 4 volunteering days annually
38. Day off for your birthday
39. Pension contributions
40. Medical insurance for self and dependants; life cover and personal accident cover for self
41. Seasonal social and charitable events
42. Training and development
43. Tools and equipment for remote working
Training And Professional Development:
We’re passionate about ensuring you have all the tools and resources at your fingertips to reach your short and long-term career goals. We’ll support you in your journey by working together on your own bespoke Taylor & Francis Development Plan, ensuring you have the resources, tools, support and coaching that will get you where you want to be.
Interview process:
Once you have submitted your application, we may get in touch with you for an initial screening conversation or ask you to complete a short video interview to enable us to better understand your skills, experience, and motivation. Following this, you will be invited to attend a competency-based interview, either virtually or in person. Typically, we’d then finish the interview process with a final, 2nd stage interview before extending an offer to the successful applicant.
We want all our candidates to shine in our recruitment process. Please let us know if there is anything we can do to ensure you are able to show us your best self. This could include having the application form in a different format, more time for questions, or anything else – please ask us, we are happy to be flexible! Please contact
Being Yourself at Taylor & Francis:
If you’re excited about working with Taylor & Francis to foster human progress through knowledge, we invite you to apply even if your existing skills and experience don’t fit every item listed above. At Taylor & Francis, we are at our best and most successful when colleagues can be themselves and make a contribution regardless of their identity or background. As a colleague, you will have the opportunity to further innovate and develop in areas that you are passionate about. Our goal is to empower you with the resources, incentives, and flexibility you need to enjoy success at work and to live a healthy, balanced life.