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For Companies At a Glance
- Tasks: Lead the design and evolution of talent and succession strategies across the organisation.
- Company: Join a forward-thinking company focused on leadership development and internal mobility.
- Benefits: Competitive salary, inclusive culture, and opportunities for professional growth.
- Why this job: Make a real impact by shaping future leaders and driving organisational transformation.
- Qualifications: Extensive experience in talent management and strong project management skills.
- Other info: Collaborative environment with a focus on diversity, equity, and inclusion.
The predicted salary is between 36000 - 60000 £ per year.
Lead the design, implementation, and evolution of Howden's enterprise-wide talent and succession strategy, ensuring strong leadership pipelines, internal mobility, and future-ready capability. Drive integration with related processes such as talent identification, development, executive assessment, DEI and talent acquisition, aligning all initiatives with business growth and transformation ambitions.
Key Responsibilities
- Architect and embed a Group-wide approach to talent and succession, strengthening visibility, mobility, and readiness across all divisions.
- Establish governance, cadence, and reporting for succession planning, ensuring proactive risk management and leadership continuity.
- Integrate succession planning with talent identification, development, and acquisition processes, including the use of executive assessment in hiring decisions.
- Design and deliver initiatives that accelerate development and mobility of critical and emerging talent, leveraging technology, analytics, and inclusive practices.
- Build and engage a global community of talent and performance representatives, fostering collaboration and best practice sharing.
Career Frameworks & Internal Mobility
- Define and implement career frameworks that clarify progression, support cross-divisional movement, and enable enterprise-level workforce planning.
Coaching, Mentoring & Capability Building
- Maintain and evolve the coaching and mentoring culture, curating partnerships and internal capability to embed sustainable practices.
- Oversee targeted learning interventions and leadership development aligned to business priorities.
- Support the creation and rollout of a skills framework that maps critical capabilities for current and future business needs.
- Partner with divisional and functional leaders to enable strategic workforce planning and agile talent deployment.
- Ensure skills data informs talent processes and career development pathways.
- Act as a strategic partner to senior stakeholders, connecting talent, succession, and leadership outcomes with commercial performance and cultural transformation.
- Lead change management and communication strategies for new talent initiatives.
Insights, Analytics & Governance
- Establish clear metrics and reporting mechanisms to track progress, inform decision-making, and enable continuous improvement.
- Leverage talent analytics and technology platforms (e.g., Workday) to drive data transparency and evidence-based decisions.
DEI Integration
- Champion inclusive design and DEI integration across all talent and succession processes, ensuring representation and psychological safety.
- Identify and pilot new talent interventions (e.g., leadership transitions, enterprise capability building) aligned to strategic priorities.
Skills
- Extensive experience implementing and managing talent and succession processes at scale in a global organisation, with strong connections to related processes such as talent identification, development, executive assessment, and talent acquisition.
- Proven track record in enterprise-level talent architecture and succession planning.
- Strong project management, stakeholder engagement, and change leadership skills.
- Expertise in talent analytics, technology enablement (e.g., Workday), and data-driven decision making.
- Deep understanding of DEI, leadership development, and organisational effectiveness.
- Experience building and leading communities of practice across geographies and functions.
Success Measures & KPIs
- Successful rollout and adoption of talent and succession processes across all divisions.
- Improved visibility and readiness of leadership pipelines; reduction in critical succession risks.
- Increased internal mobility and career progression rates.
- Positive feedback from talent representatives and business leaders on clarity, impact, and usability of frameworks.
- Demonstrable uplift in capability, engagement, and diversity metrics.
- Documented process improvements and innovation pilots delivered annually.
Talent & Succession Lead employer: Howden
Contact Detail:
Howden Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent & Succession Lead
✨Network Like a Pro
Get out there and connect with people in your industry! Attend events, join online forums, and don’t be shy about reaching out on LinkedIn. We all know that sometimes it’s not just what you know, but who you know that can help you land that dream job.
✨Ace the Informational Interview
Set up informal chats with professionals in roles you’re interested in. This isn’t a job interview, but a chance to learn and make a good impression. We can use these conversations to showcase our passion and knowledge about talent and succession strategies!
✨Show Off Your Skills
When you get the chance to meet potential employers, don’t hold back on sharing your achievements. Use specific examples of how you’ve driven talent initiatives or improved succession planning in the past. We want them to see the value we can bring to their team!
✨Apply Directly Through Our Website
Don’t forget to check out our careers page and apply directly for roles that catch your eye. We love seeing candidates who are proactive and genuinely interested in joining our mission. Plus, it gives us a chance to see your application in the best light!
We think you need these skills to ace Talent & Succession Lead
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter to reflect the specific skills and experiences that align with the Talent & Succession Lead role. Highlight your experience in talent management and succession planning, as this will show us you understand what we're looking for.
Showcase Your Achievements: Don’t just list your responsibilities; we want to see your impact! Use quantifiable results to demonstrate how you've successfully implemented talent strategies or improved leadership pipelines in previous roles. This helps us see the value you can bring to our team.
Be Authentic: Let your personality shine through in your application. We appreciate candidates who are genuine and passionate about talent development and DEI initiatives. Share your motivations and what drives you in this field, as it helps us connect with you on a personal level.
Apply Through Our Website: We encourage you to submit your application directly through our website. This ensures that your application is reviewed promptly and gives you the best chance of standing out. Plus, it’s super easy to do!
How to prepare for a job interview at Howden
✨Know the Talent Landscape
Familiarise yourself with Howden's current talent and succession strategies. Understand their approach to leadership pipelines and internal mobility, and be ready to discuss how your experience aligns with these initiatives.
✨Showcase Your Project Management Skills
Prepare examples that highlight your project management expertise, especially in relation to talent architecture and succession planning. Be specific about how you've engaged stakeholders and led change in previous roles.
✨Emphasise DEI Integration
Demonstrate your understanding of Diversity, Equity, and Inclusion (DEI) principles. Share experiences where you've championed inclusive practices in talent processes, ensuring representation and psychological safety.
✨Leverage Data-Driven Insights
Be ready to discuss how you've used talent analytics and technology platforms like Workday to inform decision-making. Highlight any metrics or KPIs you've tracked to measure success in talent initiatives.
