At a Glance
- Tasks: Lead and enhance talent development initiatives to empower individuals and teams.
- Company: Join Knight Frank, a top independent real estate consultancy with a global presence.
- Benefits: Competitive salary, career growth opportunities, and a supportive work environment.
- Other info: Dynamic team culture focused on collaboration and innovation.
- Why this job: Make a real impact on people's careers while shaping the future of talent development.
- Qualifications: Experience in learning and development, strong project management, and excellent communication skills.
The predicted salary is between 31500 - 38500 £ per year.
Founded in 1896, Knight Frank is one of the world's leading independent real estate consultancies. We work responsibly in partnership to enhance people's lives and environments in over 50 markets, with 600+ offices and 20,000+ people globally.
At the heart of all we do are our clients. A relationship built on trust is vital. As trusted partners in property, we act with integrity and care, understanding our clients’ unique needs and consistently thinking about the bigger picture to provide personalised, clear and considered advice across all areas of property.
The Talent Development Manager plays a key role in delivering and continuously improving Knight Frank's Talent Development offering. This role sits within the Talent Management & Development team and is responsible for translating and delivering the wider Talent Development strategy into practical, high-quality solutions that build capability, support career development, and strengthen organisational performance.
The role combines strategic alignment and design with hands-on delivery, requiring someone who can move confidently between shaping initiatives, managing stakeholders, and ensuring successful execution. Success in this role comes from turning direction into action, bringing ideas to life, and ensuring initiatives deliver meaningful outcomes for the business and our people.
Knight Frank is currently undertaking significant investment and transformation within the talent development space. As a result, this role will initially have a strong focus on supporting operational delivery, helping to ensure key initiatives are implemented successfully during a period of high activity and growth.
The successful candidate will be comfortable moving between operational delivery, stakeholder management, project coordination and strategic contribution, recognising that strong outcomes require both thoughtful planning and hands-on execution.
Skills & Experience
- Experience managing learning, leadership development or organisational development initiatives.
- Knowledge of instructional design and adult learning principles.
- Experience with learning technologies, platforms and LMS administration.
- Strong programme and project management capability.
- Experience managing external vendors and delivery partners.
- Ability to balance strategic thinking with practical execution.
- Strong stakeholder management and influencing skills.
- Strong analytical and data literacy skills.
- Commercial awareness and understanding of organisational priorities.
- Excellent communication, facilitation and relationship-building skills.
- Experience leading and developing individuals or teams.
- Ability to work effectively in fast-paced environments that are experiencing change, growth and ambiguity.
Key Responsibilities
- Partner with the Head of Talent Management & Development to deliver and embed the Talent Development strategy.
- Support the design, implementation and continuous improvement of talent development initiatives across the employee lifecycle.
- Translate identified business priorities, capability needs and colleague feedback into practical development solutions.
- Ensure development initiatives remain aligned to business priorities, culture ambitions and the wider Talent & Culture Strategy.
- Identify opportunities to improve, modernise and enhance the colleague learning and development experience.
- Lead the delivery and ongoing management of learning and development programmes across multiple audiences and career stages.
- Work with internal stakeholders and external partners to design and maintain learning solutions that meet business needs.
- Establish and maintain effective governance, project plans, timelines, risk management and delivery processes.
- Manage relationships with external learning providers, facilitators, consultants and technology partners.
- Build strong relationships and act as a trusted partner across the business, HR and external partners.
- Use talent, learning and business data to evaluate effectiveness, identify trends and inform decision-making.
- Lead, coach and develop members of the team who support Talent Development.
- Support the successful delivery of Talent Development priorities by contributing to operational activities when required.
Talent Development Manager in City of Westminster employer: Knight Frank LLP
Knight Frank is an exceptional employer, offering a dynamic and collaborative work culture that empowers employees to excel in their roles. With a strong focus on professional development and clear progression opportunities, team members are encouraged to contribute their ideas and insights while working on significant Industrial & Logistics transactions across Europe. Located in London, the firm provides access to a vast network of industry experts and clients, making it an ideal place for ambitious individuals seeking meaningful and rewarding careers in real estate consultancy.
StudySmarter Expert Advice🤫
We think this is how you could land Talent Development Manager in City of Westminster
✨Dive into the Talent Acquisition Community
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We think you need these skills to ace Talent Development Manager in City of Westminster
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at Knight Frank LLP that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Talent Development Manager at Knight Frank LLP, tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at Knight Frank LLP
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch Knight Frank LLP to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
