People Development Manager in England

We are a leading consultancy with a purpose to make an enduring impact on health and healthcare. We work with leaders and frontline teams to improve health, transform healthcare, drive adoption of innovation and create value through investment. Our consultancy serves the entire healthcare sector, from payors and providers of care, to life science companies, health tech and sector suppliers and health investors.

We provide end-to-end services, from strategy through implementation, accelerated by data, digital and AI. We shape opinion through evidence-based thought leadership on key issues affecting health. With unmatched ability to access and use health data, our consultants are a driving force for delivering positive and meaningful change.

Our mission is to be invaluable to our clients, supporting them to innovate and make lasting improvements and to build an exceptional company that attracts, develops, and retains a trusted and uniquely talented team.

This is a rare opportunity to shape the people development function of a fast-growing health consultancy with serious ambitions. Reporting to the Chief People Officer, you will champion our People Strategy and own our performance and development frameworks, with enormous scope to make a difference.

We have developed our People Strategy to support delivery of CF's company strategy, ensuring we are an employer of choice within the sector and an 'irresistible organisation' for our employees. We are committed to delivering 10 days of training per year to all staff through our in-house development programme, supported by external inputs.

Your role?

• Spearhead and innovate this offering as we scale.

Responsibilities:

• Own Performance Development
• Lead our performance management and skills framework, ensuring it is innovative, understood, and embedded across the organisation.
• Run our Assessment and Development Committee, managing feedback processes and facilitating career progression discussions.
• Act as a trusted advisor on giving and receiving feedback, readiness to progress, and career planning.
• Champion our Development Sponsor framework, equipping sponsors with resources, training and support.
• Coach managers in effective 1-to-1 conversations using a coaching leadership style.
• Manage frameworks for probationary, monthly, mid-year and end-of-year review discussions.
• Lead our 360 feedback process and help create development plans.
• Drive our OKR programme, delivering training on how OKRs empower teams and individuals.
• Collaborate with Resourcing and Practice leadership to stay abreast of development needs.
• Engage in succession planning to identify top talent with Partner potential.
• Transform Learning Development
• Position the organisation as an employer of choice through compelling learning offerings.
• Identify skills development needs and serve as a design consultant for leadership development programmes.
• Refresh our annual L&D offering in line with skills gaps and business priorities.
• Develop learning aims, approaches, formats and materials to deliver high-quality learning.
• Create a portfolio of online training that addresses core needs flexibly.
• Leverage e-learning platforms, gamification, and microlearning to enhance learning experiences.
• Evolve our health and wellbeing learning offer based on employee feedback.
• Refine our onboarding programme so new hires feel successful from day one.
• Own annual accreditation processes with ChMC, CIMA RSS.
• Manage our learning calendar, including attendance and feedback management.
• Evaluate and report on learning programme effectiveness.
• Support the CPO in designing the leadership development programme.
• Champion the external development programme, including our Chartered Management Consultant Award pathway.
• Be accountable for and enhance impact of the learning budget.
• Build Career Frameworks
• Own development of career pathways, maintaining role overviews, expectations, and growth ladders.
• Enhance and maintain our skills matrix as a tool for development planning, resourcing, people planning and succession planning.
• Develop and manage an experienced hires programme as a critical talent source.
• Manage our secondment programme to create exciting opportunities for industry experience.
• Create innovative development opportunities through shadowing and volunteering.

Requirements:

• 5+ years in a people role with hands-on L&D and performance management experience.
• Understanding of and experience using different L&D methodologies and a basic knowledge of Learning Science.
• Familiarity with different learning technologies and methods.
• Experience with LMS administration.
• Proven ability to work with stakeholders outside of HR and influence senior stakeholders.
• Self-starter mentality, action-oriented and able to thrive in an entrepreneurial, fast-paced environment.
• Exceptional communication and relationship-building skills to influence across all levels.
• A data-driven approach: you make decisions and recommendations based on data to achieve people and business outcomes.
• Experience managing projects and understanding of project management principles.

Desirable:

• Professional services background highly desirable.
• Health background (health systems, life sciences and/or health investing) an added bonus.

Flexible working:

Our default is to work in person with our clients, but we also support remote working. Team members can work from home one day per week as standard, and we offer an additional 44 remote working days per year.

Benefits:

We offer a competitive and flexible reward package designed to support you at work and beyond it. You will benefit from a generous holiday allowance that grows with your career (minimum of 25 days), a strong employer pension contribution, and the freedom to tailor benefits to suit your lifestyle.