Senior Leadership Development Business Partner

Unlocking Halfords people potential by developing its Leadership Capability to the standard required for us to provide a positive employee experience and culture, deliver our strategy and win in the market.

Responsibilities:

1. Leadership Development Design and Delivery: Develop, either personally or with external partners, implement, and continuously enhance leadership development solutions aligned with Halfords purpose and values, and leadership behaviours at all levels of the business but predominantly Leads Leaders and Leads the Business levels. Design and deliver learning in a range of formats e.g. digital, virtual, modular, stand alone and on the job learning, that are fit for purpose and address the key gaps that individuals and teams have, in order to make Halfords successful. Facilitate workshops and individual conversations in a way that unlocks people and problems, including but not limited to process development, ways of working, team effectiveness. Design and deliver leadership solutions for current and future leaders at all levels to include core offers by level, HiPo development and early careers programmes.
2. Assessment and Analysis: Provide 1:1 assessment and feedback through the use of psychometrics in recruitment and developmental contexts. Design and deliver (in-house and with suppliers) new assessment approaches and activities, e.g. assessment centres. Analyse data to identify gaps and opportunities for leadership development, providing actionable recommendations and re-inform the Leadership Development strategy. When required, conduct thorough assessments of leadership capabilities within the organization through surveys, interviews, and other appropriate diagnostic tools. Review and continuously improve our use of assessments across the business.
3. Coaching and Mentoring: Where required, provide one-on-one coaching to leaders at all levels, fostering individual growth and addressing specific developmental needs. Establish and maintain mentoring programs to facilitate knowledge transfer and leadership skill development. Manage a pool of coaches or coaching supplier to ensure Halfords maintains a coaching offer that delivers on our strategy.
4. Collaboration and Partnership: Collaborate with HRBP\’s, the wider Talent team, and others to integrate leadership development initiatives with broader organizational strategies. Build and maintain strong relationships with key stakeholders to ensure alignment with business objectives. Work with senior leaders and other stakeholders, providing advice and guidance to improve capabilities of their local people leader population.
5. Vendor Management: Work with a range of external partners to deliver Halfords leadership development offer to include all aspects of vendor management e.g. the relevant procurement and financial management processes required to ensure we remain compliant and on budget, providing clear business requirements and managing the provision of the subsequently agreed service, monthly or quarterly business reviews to maintain and improve performance and the additional and removal of suppliers as necessary.
6. Continuous Learning and Innovation: Stay abreast of industry trends and best practices in leadership assessment and development. Innovate and introduce new methodologies and technologies to enhance leadership development effectiveness.
7. Metrics and Evaluation: Establish key performance indicators (KPIs) to measure the success and impact of leadership development initiatives. Regularly evaluate and report on the effectiveness of programs, making data-driven recommendations for improvement.

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