At a Glance
- Tasks: Lead initiatives to enhance Kroll's culture and employee experience across the organisation.
- Company: Join Kroll, a dynamic company focused on talent management and employee engagement.
- Benefits: Enjoy a competitive salary, flexible working options, and opportunities for professional growth.
- Other info: Be part of a transformative journey with significant opportunities for career advancement.
- Why this job: Make a real impact by shaping a positive workplace culture and driving talent development.
- Qualifications: Experience in culture, talent management, and strong communication skills are essential.
The predicted salary is between 60750 - 74250 £ per year.
The Talent Senior Manager strengthens Kroll’s culture and employee experience, working across talent management, the employee value proposition, engagement, leadership and management capability and change. The role turns business priorities into practical initiatives that improve the everyday experience of employees, build talent and capability, and embed Kroll’s Values as clear, consistent behaviours for leaders, managers and colleagues.
This is an agile resource: the role flexes across these areas, directed to different priorities depending on business need and where it can have the greatest impact. It combines programme delivery, facilitation and internal consulting with a clear focus on measurable outcomes and sustained behaviour change.
This is a critical role at a pivotal point in Kroll’s journey. Following multiple acquisitions, there is a significant opportunity to define and embed consistent leadership and manager capability across the global business in support of Kroll’s growth ambitions. A strong understanding of our businesses will be essential to ensure that culture, employee experience, talent and leadership initiatives are practical, relevant and aligned to commercial priorities. The role will help strengthen Kroll’s Culture and Values by translating them into clear behaviours, simple practices and meaningful experiences for leaders, managers and employees.
The ideal candidate will bring a pragmatic and creative approach, challenging current ways of working and recommending focused improvements that can be implemented and sustained across the firm.
Key accountabilities- Culture and employee experience
- Turn Kroll’s Values and culture ambitions into clear leadership and manager behaviours that improve the employee experience.
- Lead practical initiatives that improve priority moments in the employee experience and demonstrate visible progress.
- Partner across the People function to simplify employee journeys, remove operational friction and improve key experiences such as onboarding, development, career growth and internal talent mobility.
- Define clear deliverables and measures for employee experience initiatives, track progress and continuously improve programmes, processes and ways of working.
- Drive engagement survey action planning, turning survey insight into prioritised, visible actions at enterprise level.
- Track engagement and EVP measures and continuously improve based on insight and external benchmarking.
- Talent management
- Drive talent management activities, including talent reviews, succession planning and the identification of high-potential and business-critical talent.
- Use talent and people data to identify capability gaps and inform build, buy and develop decisions.
- Drive Kroll’s leadership capabilities and expectations, and embed them across talent, development and people processes.
- Design and deliver management development for priority populations, including Directors and VPS.
- Use assessment, such as 360/180-degree feedback and psychometrics to identify strengths, gaps and potential and inform development.
- Strengthen performance management so that expectations, feedback, coaching and development conversations are clear, consistent and high quality.
- Change and adoption
- Provide practical change support for People transformation initiatives.
- Assess stakeholder needs, readiness, risks and likely impacts.
- Develop leader, communication and stakeholder plans that support adoption.
- Coach leaders and managers to communicate change clearly and manage resistance.
- Partnership and delivery
- Partner with Learning and Development to deliver facilitation, coaching and development programmes.
- Act as a trusted adviser to senior leaders and People partners across culture, employee experience, talent, leadership and change.
- Flex across priorities, taking direction on where to focus based on business need and where the role can have the greatest impact.
- Lead programmes from diagnosis and design through to implementation, measurement and continuous improvement.
- Manage stakeholders, suppliers, budgets and risks effectively, and bring relevant external practice and innovation into Kroll in a practical way.
- Visible, measurable improvement in employee experience and culture.
- Higher-quality performance, feedback and development conversations.
- Effective talent management, succession and internal mobility.
- Clear, consistently applied leadership capabilities and stronger manager effectiveness.
- A compelling EVP and improved engagement scores, with visible action on survey feedback.
- Strong adoption of priority change initiatives and effective programme delivery.
- Experience delivering culture, employee experience, talent management, EVP, leadership or change initiatives in a complex organisation.
- Familiarity with assessment and diagnostic tools such as 360-degree feedback and psychometrics, and with performance management frameworks.
- Ability to manage multiple programmes from design through to evaluation.
- Credibility with senior and executive stakeholders and strong internal consulting skills.
- Excellent facilitation, communication and coaching capability.
- Confidence using data, engagement insight and stakeholder feedback to identify priorities and measure impact.
- Pragmatic, collaborative, and comfortable flexing across shifting priorities and working through ambiguity.
- Enterprise-wide remit across Kroll.
- An agile resource, directed to different priorities and initiatives depending on business need and impact.
- Works closely with People Business Partners, Talent and Development, Performance Enablement, Reward, People Analytics, Internal Communications and Business Leaders.
Senior Manager Talent in London employer: Kroll
Kroll is an exceptional employer that fosters a collaborative and empowering work culture, ideal for professionals seeking to make a meaningful impact in the field of restructuring and insolvency. With a commitment to employee growth, Kroll offers extensive training and mentorship opportunities, ensuring that you can develop your skills while working on diverse and challenging projects. Located in a dynamic environment, you'll have the chance to engage with a wide range of stakeholders, enhancing your professional network and career trajectory.
StudySmarter Expert Advice🤫
We think this is how you could land Senior Manager Talent in London
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Kroll!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Kroll.
We think you need these skills to ace Senior Manager Talent in London
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Kroll. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Kroll and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Kroll. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Kroll's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Kroll
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Kroll.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at Kroll will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Kroll and how you would contribute to adapting HR strategies.
