Talent and Performance Director

About the role RSM’s success is dependent on the talent and quality of its people and recognizes this as a key differentiator to be a ‘magnet for talent’. We are a firm with training at its core and with a significant early careers programme, a ‘grow our own’ strategy meaning development is critical as is keeping up to date on latest learning theory and techniques and delivering ongoing CPD. Fundamental to this is our Talent Development team which impacts every part of the firm through qualification and skills development to career progression and leadership. As the Director for Talent and Performance you will create and own the programmes that drive the required outcomes for RSM to deliver a premium offering to our clients by building a best-in-class training and development strategy. About the job Design/create a holistic approach to talent development, covering early careers, technical and professional skills, leadership and management, and career progression. Design/create a robust and consistent performance management framework that aligns individual and team objectives with the firm’s strategy and values and fosters a culture of continuous feedback, career conversations and recognition. Embed a culture of proactive and strategic approach to talent management, including succession planning, talent identification and retention, internal mobility, and diversity and inclusion. Build a great relationship with the service lines and other functions, understanding their current and future talent needs and providing solutions that meet their expectations and budget. Create a high-performing and engaged Talent Development team that delivers quality learning and development interventions, using a variety of methods and technologies, and evaluates their impact and effectiveness. Act as a key member of the People Leadership Team, working in collaboration to deliver excellence to our clients. Evaluate the current Learning and Development functions and put plans in place to manage more immediate issues, considering: Effectiveness/ROI/accessibility and awareness of training available Resources and skills – now and for the future Processes and systems infrastructure Risks and opportunities About You As the Talent and Performance Director, you will have: Extensive experience in leading and managing talent development and performance management functions in a large and complex organisation, preferably in the professional services sector. A proven track record of designing and delivering innovative and impactful talent development and performance management strategies and programmes that support business objectives and drive performance and engagement. A deep understanding of the talent market and challenges in the professional services sector, and can anticipate and respond to changing needs and expectations. A collaborative and influential leadership style, building trust and credibility with senior stakeholders and partners across the firm. A passion for developing people and teams, and a commitment to fostering a culture of learning, feedback, and recognition. A strategic and analytical thinker, with the skills to use data and insights to inform decision making and innovation. Can translate regulatory requirements into talent and performance solutions. A continuous improvement mindset that keeps abreast of the latest trends and best practices in talent development and performance management, and leverages data and insights to inform decision making and innovation. Requirements Essential Experienced Talent Development/L&D leader Has operated at senior leadership/Board level with ability to influence senior business leaders Experience in developing HR strategy and driving change programmes Experience in leading a diverse team of significant size (30+ team members) Evidenced commitment to diversity and inclusion. Desirable Experience working in professional services/partnership organisations Experience within a regulated environment CIPD qualification or equivalent Diversity and Inclusion at RSM At RSM, we want to create a strong sense of belonging so that people of all identities, backgrounds, and cultures feel they can bring their true self to work. Our clients come from all walks of life. We aim to achieve that same diversity of background, experience and perspective in our own teams, so that we can genuinely understand our client’s needs. Diverse teams bring a broader range of ideas and insights to work. That’s why we’re working together to ensure our firm’s principles and processes support a firm culture that embraces difference and strengthens inclusion. At RSM we work hard to create an environment where our people can make a difference – to themselves, their career, their teams, and to the success of our firm and clients. We support all our people to work flexibly, to manage their family and other responsibilities alongside their work commitments; we believe this is key to achieving an inspiring and fulfilling working environment. #J-18808-Ljbffr