The Talent & Performance Management Lead plays a critical role in shaping how the organisation engages, develops and retains talent to deliver on its long‑term business strategy. This role is responsible for defining and embedding a coherent, forward‑looking talent and performance approach that strengthens leadership pipelines, builds future capabilities, and promotes a fair, inclusive, and high‑performance culture. The leader will work on building up a team of L&D profiles, focusing on embedding learning as a key contributor to performance and talent development. All 3 topics (learning, talent & performance) will be key for the success of this role, with different focus areas as we progress (and depending on maturity of the topics).
Acting as a strategic partner to senior leaders and HR stakeholders, the role connects talent insights with business priorities, ensuring people decisions are data‑driven, equitable, and focused on sustainable growth.
Key Responsibilities
* Design and lead an integrated talent strategy aligned with business priorities and future capability needs.
* Identify critical roles, emerging skill requirements, and talent risks across the organisation.
* Translate strategic workforce insights into clear priorities for investment in talent and leadership development.
* Partner with People & Culture stakeholders to ensure coordinated execution of the talent agenda.
* Talent Review & Succession Planning
* Lead a consistent, enterprise‑wide talent review and succession planning process.
* Ensure both ready‑now and future successors are identified and supported through targeted development plans.
* Provide senior leadership with clear insights on leadership pipelines, bench strength, and succession risks.
* Performance Management & Culture
* Shape and embed a performance culture built on clarity of expectations, continuous feedback, accountability, and recognition.
* Own the performance management framework, tools, and operating model, driving continuous improvement.
* Ensure performance conversations are meaningful, data‑informed, and development‑focused across all career stages.
* Talent Development & Growth Mechanisms
* Oversee learning and development partnerships and infrastructure supporting talent and capability growth.
* Embed modern development approaches, including experiential learning and micro‑learning, into individual and organizational development plans.
* Enable internal mobility and career progression pathways in collaboration with People Strategy and HR teams.
* Strategic Partnership with HR Business Partners
* Equip HR Business Partners with tools, insights, and frameworks to integrate talent and performance considerations into business planning.
* Ensure talent data and reviews meaningfully inform strategic and operational decision‑making at enterprise and divisional levels.
* Inclusion & Fairness in Talent Processes
* Embed diversity, equity, and inclusion principles across talent identification, succession, promotion, and performance decisions.
* Partner with DE&I stakeholders to enhance transparency, consistency, and trust in talent processes.
* Lead and develop a multidisciplinary team across talent management, learning, and related disciplines.
* Design the team structure and capabilities needed to deliver the talent strategy effectively.
* Foster a culture of collaboration, innovation, and continuous improvement.
* Bring external best practices and market insights into the organisation.
Skills & Capabilities
* Strategic workforce and talent planning
* Talent, performance, and succession frameworks at enterprise scale
* Strong analytical and insight‑driven decision‑making
* Ability to influence and coach senior leaders
* Inclusive leadership mindset
* Strong stakeholder management and communication skills
Experience & Qualifications
* Significant experience in talent management, performance management, or people strategy roles.
* Proven experience with designing and implementing enterprise‑wide talent and performance frameworks.
* Experience working in complex, matrixed organizations.
* Background in leadership development, organizational development, or learning is an advantage.
What Success Looks Like
* Clear, future‑focused talent pipelines aligned with business strategy
* A consistent, trusted performance management approach across the organisation
* Strong leadership succession and reduced talent risk
* Enhanced employee growth, engagement, and retention
* Talent decisions that are fair, inclusive, and data‑driven
What We Offer
* Work closely with inspiring, supportive and engaged colleagues from more than 80 different countries.
* Practice your talents in a highly professional international environment.
* Join a learning and development environment with an emphasis on knowledge sharing and training.
* Competitive salary and comprehensive benefits.
Ways of working
Find your own optimal balance within our hybrid working model, where you can connect at the office 8 days a month and also benefit from remote working.
Great Place to Work for All
We are committed to creating an inclusive culture that celebrates diversity and strives to be a Great Place to Work for All. All qualified applicants will be considered for employment, regardless of any aspect that makes them unique (including race, religion, national origin, gender, sexual orientation, age, marital status, pregnancy, disability, ...). If you need any specific accommodation due to disability or any other reason, you can let the recruiter know during your application process. Our values guide how we work together and shape our future: Our mission and values - Euroclear
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