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For Companies At a Glance
- Tasks: Lead talent retention strategies and support workforce planning for global operations.
- Company: Join Edwards & Pearce, a dynamic consultancy focused on talent management and operational excellence.
- Benefits: Enjoy flexible working options, professional development opportunities, and a supportive team culture.
- Why this job: Make a real impact on employee engagement and career progression in a global setting.
- Qualifications: Proven project management skills and experience in recruitment and retention strategies required.
- Other info: This role offers a chance to work with international teams and influence workforce mobility.
The predicted salary is between 43200 - 72000 £ per year.
This is an outstanding opportunity for an experienced strategic talent and retention workforce Manager with expertise in legal and international operational workforce deployment with a strong emphasis on retention, engagement, development, succession, reward and recognition and performance management of operational technical workforces.
THE ROLE
The Group Talent and Retention Manager will partner with the internal operations and global Talent Acquisition teams to ensure their technical workforce can be mobilised effectively by territory and support global growth aligning to the company strategy and customer partnership.
Key areas of responsibility:
- Lead the development and execution of retention staff strategies supporting job satisfaction, professional development and wellbeing
- Support long-term workforce planning
- Lead KPI reporting and track performance
- Implement recognition and reward programs
- Coach Talent operational teams to manage performance queries
- Identify high potential workforce staff - create growth pathways for individuals
- Define and maintain a clear career pathway framework to improve workforce retention engagement and progression
- Develop succession plans for critical roles
- Develop data driven insights for SLT team
- Play a pivotal role in managing and streamlining visa applications, ensuring compliancy and efficiency
THE CANDIDATE
- Excellent project management skills
- Previously created strategies to improve recruitment and retention, build pipelines, drive engagement, leveraging data to drive decisions and provide tangible insights.
- A deep onboarding and training understanding of the global technical workforces ensuring onboarding training workforce practices comply with internal policies, safety regulations labour laws and global deployment standards
- Previous experience collaborating with legal global mobility partners to manage compliance across EMEA regions
- Knowledge of relevant industry standards, certifications and regulatory requirements and familiarity with labour laws and Best Practices working with operational workforces in the areas of training, pay and retention across global markets
Group Talent and Retention Manager employer: Edwards & Pearce Limited
Contact Detail:
Edwards & Pearce Limited Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Group Talent and Retention Manager
✨Tip Number 1
Familiarise yourself with the latest trends in talent retention and engagement strategies. This will not only help you understand the current landscape but also allow you to speak confidently about innovative ideas during your discussions with us.
✨Tip Number 2
Network with professionals in the field of talent management and retention. Attend industry events or webinars to connect with others who share your interests, as these connections can provide valuable insights and potentially lead to referrals.
✨Tip Number 3
Prepare to discuss specific examples of how you've successfully implemented retention strategies in previous roles. Highlighting measurable outcomes will demonstrate your capability and align with our focus on data-driven insights.
✨Tip Number 4
Research our company culture and values thoroughly. Understanding what we stand for will enable you to tailor your conversations and show how your personal values align with ours, making you a more attractive candidate.
We think you need these skills to ace Group Talent and Retention Manager
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights your experience in strategic talent management and retention. Focus on specific achievements related to workforce deployment, engagement, and performance management that align with the job description.
Craft a Compelling Cover Letter: In your cover letter, emphasise your project management skills and previous strategies you've implemented for recruitment and retention. Use specific examples to demonstrate how you can contribute to the company's goals.
Highlight Relevant Experience: When detailing your work history, focus on roles where you collaborated with legal partners or managed compliance across regions. This will show your understanding of the complexities involved in global workforce management.
Showcase Data-Driven Insights: Include examples of how you've used data to drive decisions in your previous roles. Mention any KPIs you've tracked and how they influenced retention strategies, as this is a key aspect of the role.
How to prepare for a job interview at Edwards & Pearce Limited
✨Showcase Your Strategic Thinking
As a Group Talent and Retention Manager, you'll need to demonstrate your ability to develop and execute strategies. Prepare examples of past experiences where you've successfully implemented retention strategies or improved workforce engagement.
✨Highlight Your Project Management Skills
This role requires excellent project management skills. Be ready to discuss specific projects you've managed, focusing on how you tracked performance and achieved KPIs. Use metrics to illustrate your success.
✨Demonstrate Your Knowledge of Compliance
Given the emphasis on legal and international operational workforce deployment, brush up on relevant labour laws and compliance standards. Be prepared to discuss how you've navigated these in previous roles, especially in relation to visa applications and global mobility.
✨Prepare for Behavioural Questions
Expect questions that assess your coaching and mentoring abilities. Think of situations where you've identified high-potential staff and created growth pathways. Use the STAR method (Situation, Task, Action, Result) to structure your responses.
