Talent Manager in City of London

Starr is a global insurance and investment organisation providing property and casualty insurance solutions to business and industry. Starr has grown into one of the world’s fastest‑expanding insurance organisations, writing business in 128 countries across six continents. Our talented and experienced associates manage risk and ultimately support the profitable growth of organisations in a dynamic, competitive and ever-changing marketplace. Join us and become part of our talented and passionate workforce.

In London, Starr operates at the heart of the global specialty insurance market. Through our Lloyd’s platform and company market presence, we bring together deep underwriting expertise, strong broker relationships and meaningful capacity across a broad range of classes. We work in close partnership with brokers and clients, combining data, insight and experience to respond quickly, cut through complexity and deliver clear, practical solutions. It’s a fast-moving environment, where responsiveness, clarity and consistency define how we meet the moment.

The Talent Manager will play a key role in enhancing organisational capability through identifying and developing our talent pipeline. Working closely with colleagues across the global and regional HR teams, the individual will be responsible for building a detailed, evidence-based view of our talent populations, and working with senior managers across the business to support meaningful career progression within Starr. The role requires a data-driven approach, combined with specialist knowledge of talent measurement and engagement. The Talent Manager will draw on their insight and knowledge of the organisation to contribute to our wider work on culture and diversity.

Key Responsibilities:

• Delivering robust succession planning at senior levels and across critical roles within the International business, with an initial focus on UK & EMEA.
• Embedding Starr’s Talent Assessment Review (annual), such that we have a meaningful understanding of our talent population and overall profile, colleague development needs and implications for the ability of the business to deliver its strategy.
• Driving a clear and well-understood definition of potential vs performance, and equipping our senior managers with the data and tools to identify and develop potential in others; using psychometrics to assess and profile key populations.
• Contributing to the design and delivery of leadership programmes.
• Working with the L&D function to define solutions that bridge skill/ competency gaps.
• Ensuring our talent populations access the L&D offerings that are available to them and align with their development plans.
• Collaborating with colleagues across the HR function to deliver wider initiatives linked to culture e.g. engagement surveys and DEI.
• Playing a role in shaping our performance management approach.
• Partnering with internal and external stakeholders to manage effective programmes such as mentoring, coaching and sponsorship.
• Analysing and reporting on talent mobility.

Key Stakeholder Relationships:

• Developing strong relationships with stakeholders across the International business to ensure alignment of views and delivery of outcomes.
• Partnering with the Talent Acquisition team to drive internal mobility, enhance succession strength and alignment with the external market.
• Building a strong partnership with the Learning and Development Team and the HR Business Partners to deliver an aligned talent agenda and provide guidance.

The above duties and responsibilities are not an exhaustive list, and you may be required to undertake other reasonable duties compatible with your experience and competencies. This description may be varied from time to time to reflect changing business requirements.

Conduct Rules:

• You must act with integrity.
• You must act with due care, skill and diligence.
• You must be open and cooperative with the FCA, the PRA and other regulators.
• You must pay due regard to the interests of customers and treat them fairly.
• You must observe proper standards of market conduct.
• You must act to deliver good outcomes for retail customers.

Qualifications, skills and experience:

• Experience in talent identification and how to accelerate development.
• Experience of applying assessment and evaluation techniques such as psychometric tools, assessment centres and talent reviews.
• Experience of designing, developing and delivering succession planning practices.
• Experience in rolling out various talent solutions and programmes.
• Experience of data analysis, utilising outputs to identify risks/progress to inform decisions.
• Competent facilitator and presenter with ability to adapt style to different audiences.
• Exceptional attention to detail and ability to check and spot errors in their own work as well as the ability to peer review the work of others.
• Excellent organisational and prioritisation skills.
• Proficient in Microsoft packages including Excel and PowerPoint.
• Experience developing career frameworks including skills matrices and career pathways (desirable).

Core behavioural expectations:

• Communicating and Influencing - Communicates clearly, engaging the audience and gaining their commitment through understanding their priorities and adapting messaging accordingly.
• Performance focus - Sets stretching and motivating goals and develops structured plans/moves at pace to deliver desired outcomes; consistently aims to achieve highest standards possible through teamwork and collaboration.
• Strategic thinking - Demonstrates breadth of thinking and future focus, translating longer term business goals to near-term priorities, fully considering the environmental, social, governance and regulatory environment within which Starr operates.
• Resilience and adaptability - Conveys awareness of own and others’ emotions when under pressure, adapts quickly to change and shows a positive and tenacious approach to challenge.
• Commerciality - Understands how Starr and the market deliver value; utilises insight and expertise to generate and implement ideas that give Starr a competitive advantage.

Starr is an equal opportunity employer, which means we will consider all suitably qualified applicants regardless of gender identity or expression, ethnic origin, nationality, religion or beliefs, age, sexual orientation, disability status or any other protected characteristic. We recruit and develop our people based on merit and we're committed to creating an inclusive environment for all employees. We offer first class training and development opportunities to all employees. Our aim is to grow our own talent and bring out the best in people.