Inclusion & Talent Programmes Manager in Manchester

This is a unique and high-profile role within the People Development & Inclusion team, at the centre of the People & Workplace directorate. We play a key role in maintaining and strengthening the department’s reputation as a leader in inclusion across government, with a clear focus on using data and insight to drive real change.

As Inclusion & Talent Programmes Manager, you will work across all teams and functions and with colleagues at every grade, including regular engagement with senior leaders. Our aim is to ensure inclusion is not just a strategic priority, but something that is visible, understood and embedded in everyday practice, including how we identify and develop talent. Our work is grounded in strong partnerships with staff networks, learning and development, and cross-government colleagues. We combine this with a sharp focus on data, using insight to understand where we are, where we need to improve, and how we measure impact.

This role would suit someone who enjoys working in a visible, people-facing environment, is confident using data to inform decisions, and brings a balanced, thoughtful approach to equality, inclusion and talent.

As HR Talent & Inclusion Manager, you will play a central role in shaping how inclusion and talent are understood and delivered across the organisation. This is a varied and visible role, combining policy, delivery, data and engagement, with the opportunity to influence at all levels, including senior leadership. You will support the delivery of our talent management initiatives, ensuring that our approach to identifying and supporting progression is fair, transparent and aligned to DCMS’s strategic priorities.

Alongside this, you will provide clear, practical advice on equality, diversity and inclusion to colleagues and senior leaders, and lead on the development of high-quality policies, briefings and communications, often to short deadlines. You will support and deliver key People Strategy priorities, including campaigns, outreach activity and development programmes such as the Cabinet Office Accelerated Development Scheme.

A key part of the role is designing and delivering engaging content, from workshops and away days to leadership discussions, helping to bring inclusion to life in a way that is relevant and practical. You will also support inclusive approaches to talent, including mentoring, coaching and development opportunities, ensuring that progression is fair and accessible across the organisation.

You will draw on data and insight to inform your work, using EDI reporting, Pay Gap data and People Survey results to understand trends, identify risks and shape evidence-based action. This includes building a clear picture of how talent is identified and progressing, and where there may be barriers for underrepresented groups. You will also support compliance with statutory requirements, contribute to accreditations such as Disability Confident, and help ensure that our approach is both robust and credible.

The role involves working closely with a wide range of stakeholders. You will build strong relationships across the organisation and beyond, working with Government People Group, other departments and public bodies to share best practice and align activity. You will act as the main point of contact for staff networks, supporting their coordination and ensuring their insights are reflected in wider strategy. You will also engage confidently with senior stakeholders, including preparing materials for Executive Board discussions.

Alongside delivery, you will play an important role in governance and assurance. This includes supporting the annual People Strategy review, ensuring inclusion and talent priorities are clearly reflected and evidenced, and providing secretariat support to senior forums such as the Permanent Secretary’s SCS Network Champions and Staff Network Chairs meetings.

This role offers a strong mix of influence and delivery, with the opportunity to use data, relationships and practical action to shape a more inclusive organisation.

The ideal candidate would have the following key skills and experience:

• Inclusion and people practice: experience of delivering and/or supporting inclusive people initiatives within a complex organisation, with a strong understanding of the Equality Act 2010, protected characteristics and the wider organisational context shaping workplace inclusion.
• Data analysis and digital confidence: experience of analysing, interpreting and presenting workforce, engagement or people data to support insight-led decision making, with confidence using digital tools such as spreadsheets, online forms, collaboration platforms and presentation software.
• Stakeholder engagement and communication: ability to build effective working relationships and communicate confidently with stakeholders at all levels, including senior leaders, adapting communication style to influence, inform and build trust.
• Judgement, planning and delivery: ability to manage competing priorities and apply sound judgement in complex or sensitive environments, using evidence and context to support decision making and deliver quality outcomes to agreed timescales.

Desirable skills include experience of building effective working relationships with senior stakeholders and communicating confidently in complex or sensitive environments; experience of coordinating people-focused programmes, initiatives or communities within a large or matrix organisation; CIPD qualification (or willingness to work towards).

We will assess you against these behaviours during the selection process: Communicating and Influencing, Seeing the Big Picture, Making Effective Decisions, Delivering at Pace.