At a Glance
- Tasks: Lead and shape talent strategy across Europe for a major transport organisation.
- Company: Arriva, a leading European passenger transport partner with a strong sustainability agenda.
- Benefits: Hybrid working, competitive salary, and opportunities for professional growth.
- Other info: Join a dynamic team focused on building a sustainable future and enhancing organisational capability.
- Why this job: Make a real impact on leadership development and talent management at a pivotal moment.
- Qualifications: Experience in talent management and leadership development in complex environments.
The predicted salary is between 80000 - 100000 £ per year.
Are you a strategic talent leader ready to shape the future capability of a complex, international organisation? This is a rare opportunity to define and deliver a group-wide talent agenda at a pivotal moment for Arriva - building leadership strength, accelerating high-potential talent, and ensuring we have the skills and capability needed to deliver our long-term strategy.
Arriva is a leading European passenger transport partner, operating in 11 countries across the UK and Europe. With around 35,000 colleagues delivering more than 1.5 billion passenger journeys each year, we connect people and communities safely, reliably and sustainably. With strong roots dating back to 1938 and an ambitious growth and sustainability agenda, Arriva is focused on building a strong and sustainable future.
We are looking for a Group Head of Talent to join our Group Talent & Reward team on a full-time permanent basis. This is a unique opportunity to shape and lead Arriva Group’s talent strategy across Europe, ensuring we build the leadership capability, succession strength and talent pipelines needed to support our long-term growth.
The role will be responsible for defining and delivering a cohesive, forward-looking talent agenda across the organisation, including senior leadership development, succession planning, high-potential acceleration programmes and early careers. You will also lead the ongoing development and embedding of the Arriva Leadership Mindset, ensuring it is consistently applied across the employee lifecycle.
Working closely with the Executive Team, HR Directors and senior leaders across the business, the role holder will ensure talent initiatives are aligned to organisational priorities, impactful in delivery and supported by data and insight. This role offers a significant opportunity to influence at the highest levels and play a critical part in shaping the future capability and leadership of Arriva Group.
This role will be on a hybrid working basis, a minimum of 3 days per week in either our London (Lacon) or Sunderland (Doxford Park) office, with the remainder focused on where you can best deliver for your colleagues while maintaining a healthy work-life balance.
Key Responsibilities- Leadership Development & Talent Strategy: Shape and deliver Arriva’s leadership development strategy, ensuring it builds the capabilities required for future growth. Partner with senior leaders to identify capability gaps and design targeted development interventions. Introduce modern, evidence-based approaches to leadership development.
- Succession Planning & Talent Pipeline: Lead the succession planning approach for critical roles across Europe. Build a transparent and data-led process for identifying and developing high-potential talent. Provide insight and recommendations to support workforce planning and mitigate succession risk.
- High-Potential & Acceleration Programmes: Design and deliver programmes that accelerate high-potential colleagues into leadership roles. Ensure programmes are inclusive, impactful and aligned to business strategy. Track progression and outcomes to ensure long-term value.
- Competency Framework (Leadership Mindset): Lead the ongoing development and embedding of the Arriva Leadership Mindset. Ensure consistent application across recruitment, performance and development practices. Partner with HR and business leaders to align capabilities with future organisational needs.
- Early Careers Leadership: Provide strategic oversight of early career programmes, including graduates and apprenticeships. Ensure pathways align to long-term talent and capability requirements. Support the development of a diverse and sustainable pipeline of future talent.
- Stakeholder Engagement & Insight: Act as a trusted advisor to senior stakeholders on talent, leadership and organisational capability. Collaborate with HR teams to embed talent initiatives across all markets. Use data and insight to measure impact and inform decision-making.
We welcome applications from individuals who are passionate about developing talent and shaping organisational capability at scale. You will be someone who enjoys working strategically, influencing at senior levels and creating impactful talent solutions that support long-term business success.
Candidates Will Preferably- Have significant experience in talent management, leadership development or organisational development within a complex, multi-market environment.
- Have a strong track record of designing and delivering leadership and succession strategies.
- Possess excellent stakeholder management and influencing skills, with the ability to build credibility at Executive level.
- Be experienced in using data and insight to drive decision-making and measure impact.
- Have experience leading or overseeing early careers or talent pipeline programmes.
- Demonstrate strong strategic thinking alongside the ability to translate strategy into practical delivery.
- Have experience working across multiple European markets or international organisations.
- Have knowledge of competency frameworks and leadership mindset models.
- Have a strong understanding of diversity, equity and inclusion principles within talent strategies.
Finally, we’re looking for candidates who align with Arriva’s values and are passionate about developing people, strengthening leadership capability and building a sustainable talent pipeline for the future.
The closing date for applications is midnight on Wednesday 10 June 2026. Arriva Group reserves the right to close this vacancy early.
Group Head of Talent in London employer: Arriva Group
Arriva is an exceptional employer, offering a unique opportunity for the Group Head of Talent to shape and lead a transformative talent strategy across Europe. With a commitment to employee growth, a collaborative work culture, and a focus on sustainability, Arriva provides a supportive environment where strategic leaders can thrive while making a meaningful impact on the future of passenger transport. The hybrid working model ensures a healthy work-life balance, allowing you to contribute effectively from either our London or Sunderland offices.
StudySmarter Expert Advice🤫
We think this is how you could land Group Head of Talent in London
✨Tip Number 1
Network like a pro! Reach out to connections in the industry, attend events, and engage on platforms like LinkedIn. The more people know you’re on the hunt for a Group Head of Talent role, the better your chances of landing that dream job.
✨Tip Number 2
Prepare for interviews by researching Arriva’s values and recent initiatives. Tailor your responses to show how your experience aligns with their leadership development and talent strategy. We want to see you shine as a strategic thinker!
✨Tip Number 3
Don’t just wait for job openings to pop up! Be proactive and reach out directly to Arriva’s HR team or hiring managers. Express your interest in the Group Head of Talent position and share how you can contribute to their ambitious growth agenda.
✨Tip Number 4
Follow up after interviews with a thank-you note that highlights key points from your conversation. This shows your enthusiasm for the role and reinforces your fit for shaping Arriva’s talent strategy. Let’s make sure they remember you!
We think you need these skills to ace Group Head of Talent in London
Some tips for your application 🫡
Tailor Your Application:Make sure to customise your CV and cover letter to highlight your experience in talent management and leadership development. We want to see how your skills align with our vision for shaping the future capability of Arriva.
Showcase Your Strategic Thinking:In your application, demonstrate your ability to think strategically about talent solutions. Share examples of how you've influenced senior leaders and created impactful programmes that support long-term business success.
Use Data to Your Advantage:We love data-driven insights! Include any relevant metrics or outcomes from your previous roles that showcase your ability to use data in decision-making and measuring impact on talent initiatives.
Apply Through Our Website:Don’t forget to submit your application through our website! It’s the best way for us to receive your details and ensure you’re considered for this exciting opportunity to lead our talent strategy across Europe.
How to prepare for a job interview at Arriva Group
✨Know Your Talent Strategy
Before the interview, dive deep into Arriva's current talent strategy and leadership development initiatives. Familiarise yourself with their approach to succession planning and high-potential programmes. This will not only show your genuine interest but also allow you to discuss how your experience aligns with their goals.
✨Prepare Data-Driven Insights
Since the role involves using data to inform decision-making, come prepared with examples of how you've used data in previous roles to drive talent management strategies. Be ready to discuss specific metrics or outcomes that demonstrate your impact on leadership development and succession planning.
✨Engage with Stakeholders
Think about how you would engage with senior stakeholders at Arriva. Prepare examples of how you've successfully influenced executive-level decisions in the past. Highlight your stakeholder management skills and be ready to discuss how you would build credibility within the organisation.
✨Showcase Your Strategic Thinking
This role requires strong strategic thinking, so be prepared to discuss how you translate strategy into practical delivery. Bring examples of past projects where you’ve developed and implemented talent solutions that align with long-term business objectives, especially in complex environments.
