Talent Management Lead in London

The Talent Management Lead is responsible for designing, delivering and continuously improving the firm's talent management process and programs to identify and accelerate critical talent pipelines across the Firm. The role takes ownership of approach to building robust Talent pipelines for key roles across the Firm through designing firmwide capability frameworks, defining the approach to identify key talent, succession planning, and leadership development initiatives.

Furthermore, the role will lead the strategy and operational delivery of enterprise wide talent development programs such as the firm's early careers programs and pipeline. The role works collaboratively with Heads of HR, Centres of Excellence and business leaders to ensure that talent processes and programs are integrated, commercially informed and aligned with the firm's global people strategy.

Talent Management Lead the design and delivery of the firm's talent management approach, including talent management processes (e.g. talent assessment, talent reviews & succession planning, high-potential identification) and programs (e.g. Trainee / Early career development programs). Working with key stakeholders, re-define the Firms 'future lawyer' and Business Teams capability model, ensuring that they are future proof to support Firm strategic objectives (including impact of AI). Ensuring that the model is integrated across all relevant parts of the employee lifecycle.

Own the approach and design of assessment methodology in line with future capability models to be used for both external recruiting and internal assessment. Ensuring all Talent processes and programs are anchored in developing accelerated talent pipelines for critical capabilities and roles. Partner with the Director of Talent Acquisition and Talent Management and Heads of HR to ensure consistent application of Talent processes across all practices and functions globally.

In collaboration with Learning, design and manage firmwide leadership / hi-potential development programs, working with external providers and internal subject matter experts as appropriate. Use talent data and analytics to identify trends, capability gaps and development priorities, translating insights into actionable recommendations for senior stakeholders. Track ROI and progress against talent plans, reporting regularly to the Director of Talent Acquisition and Talent Management and adjusting approaches where needed.

Own the redesign of the Firms Onboarding experience to create a world class experience for new joiners that reduces time to productivity and early attrition. Own the end-to-end strategy and delivery of the firm's multi-stage leader development programs, ensuring there are accelerator programs at key stages of development to build the Firms required future leadership talent (e.g. Early, Mid and senior).

Ensure a world-class approach to early career programs, including graduate recruitment, trainee development, apprenticeship schemes and internship/vacation scheme programs. Partner with key stakeholders across the relevant to ensure all program design elements and development interventions are created to align with program and talent outcomes.

Oversee the design and continuous improvement of early careers onboarding, induction and development programs, ensuring a consistently high-quality experience for all early career joiners. Monitor program metrics - including retention, performance, diversity and progression data - and use insight to drive improvements and report outcomes to senior stakeholders.

Ensure compliance with relevant regulatory and professional requirements for early careers programs, including Solicitors Regulation Authority (SRA) training requirements where applicable.

Stakeholder Engagement and Project Leadership

Build and maintain strong relationships with senior business leaders, HR Managers and Centres of Excellence to ensure talent management and early careers activities are embedded across the firm and well understood by the business. Act as a trusted adviser to business stakeholders on talent and early careers matters, providing clear, evidence-based and commercially grounded recommendations.

Lead and contribute to firmwide and UK HR projects, particularly those with a talent, learning, or pipeline development focus. Support the preparation of materials, presentations and briefing documents for senior stakeholder meetings, talent reviews and Board-level reporting as required. Feed talent insights into UK and global succession planning processes to support the identification of critical roles and future leaders.

Process and Governance

Ensure adherence to HR policies and procedures, and contribute to the development and refinement of policies relating to talent management and early careers. Develop and document talent management and early careers methodologies, processes and best practice guidance for use across the People function.

Gather feedback from participants, managers and stakeholders to continuously improve talent and early careers programmes and processes. Maintain appropriate confidentiality and data governance standards in the handling of all talent and early careers data and related documentation.

Your experience

Significant experience in talent management leadership roles, ideally within a professional services or similarly complex, high-performance environment. Proven track record of designing and delivering talent management frameworks and early careers programs at scale, with demonstrable impact on retention, pipeline and performance.

Experience of managing and influencing senior stakeholders, and of operating effectively in a matrixed, international organisation. Prior experience in designing enterprise wide capability models. Exposure to HR information systems (e.g. Workday, SAP SuccessFactors or equivalent) and applicant tracking or talent management platforms is desirable.

Qualifications

Educated to degree level or equivalent, preferably in Human Resources, Business, Psychology, Education or a related discipline. Occ Psych qualification is desirable; a coaching qualification or equivalent is advantageous.

Additional Skills

Strong programme management skills, with the ability to lead multiple complex initiatives simultaneously and deliver to agreed timelines and quality standards. Ability to use data and market insight to support decisions and communicate findings in a compelling and accessible way to a range of audiences, including senior leadership.

Excellent interpersonal and stakeholder management skills, with the ability to build trusted relationships, influence without authority and navigate complex organisational dynamics. Strong written and verbal communication skills, including the ability to produce high-quality briefing materials and presentations for senior audiences.

A collaborative and proactive working style, with sound commercial judgement and the ability to balance strategic thinking with hands-on delivery. Commitment to inclusion and diversity, with a demonstrable understanding of how to embed equitable practices into talent and early careers programmes.

This list of duties and responsibilities above is not exhaustive. It is intended to describe the general content of, and requirements for, the performance of this job. As such, the role may also include the undertaking of additional tasks as required.

In the event that we make an offer to you, and where local legislation permits, we will conduct pre-engagement screening checks that may include but are not limited to your professional and academic qualifications, your eligibility to work in the relevant jurisdiction, any criminal records, your financial stability and references from previous employers. Your offer will be subject to the successful completion of these checks which will be initiated following your consent.

As a responsible business, it is important that we represent the diversity of our people, our clients and our communities. We know that diversity makes us a better law firm and helps us attract the best talent, drive innovation with diversity of thought, and deliver the best experience to everyone who comes into contact with us.

We recruit on the basis of merit, irrespective of age, disability, gender or gender identity, race or ethnicity, marital status, religion, sex, sexual orientation or any other status protected by the laws or regulations in the locations where we operate. Selection decisions, and the reasons for those decisions, are recorded at each stage of the selection process. Selection criteria and, where appropriate, technical skills tests are in place to measure an individual’s ability for the safe and effective performance of a job. Those involved in recruitment and selection decisions and processes are also provided with guidance on diversity issues.

If you require reasonable adjustments to be made during the selection process, please talk to a member of the recruitment team so that any required adjustments can be made in advance. Specific experience requirements advertised on a role do not intend to preclude applications from candidates who may have more or less experience. Our intention is only to indicate a guideline as to the necessary skills for the role as described.