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For Companies At a Glance
- Tasks: Lead talent and organisational development to drive growth and performance.
- Company: High-performing financial services organisation at a pivotal growth stage.
- Benefits: Opportunity to shape leadership and learning frameworks with a lasting impact.
- Other info: Join a dynamic team focused on sustainable solutions and impactful change.
- Why this job: Be a key player in transforming organisational capability and culture.
- Qualifications: Expertise in OD, talent, and leadership development with a pragmatic approach.
The predicted salary is between 80000 - 100000 £ per year.
We've been engaged to support the search for a senior Talent, Learning & Organisational Development leader for a high-performing, growth-focused organisation within financial services at a pivotal stage in its journey. With strong foundations, an ambitious growth agenda and increasing focus on leadership depth and performance, this is a rare opportunity to build enterprise-level capability that will underpin the next phase of scale.
About the role
This role offers the chance to shape and embed organisation-wide talent, leadership, learning and OD capability at a genuine inflection point. Working closely with the Chief People Officer and senior leadership, you'll play a key role in strengthening performance, succession and leadership effectiveness as the business evolves. Initially operating as a hands-on senior individual contributor, you'll combine strategic design with practical delivery, creating scalable solutions that can be embedded across the business.
Key responsibilities
- Lead the organisational development agenda to support scale, performance and future growth scenarios
- Design and embed clear OD and leadership frameworks aligned to strategy and operating model
- Build a structured talent and succession approach, including assessment of critical roles and leadership populations
- Evolve performance management into a clear, outcome-led framework focused on accountability and delivery
- Set the strategic direction for learning and leadership development, moving from fragmented activity to measurable impact
- Shape culture, EVP and listening insight to support engagement, leadership and long-term sustainability
Candidate profile
- Deep expertise across OD, talent & succession, leadership development and learning - with the ability to connect these into a coherent, enterprise-wide approach
- Highly pragmatic, commercial and delivery-focused, with experience building capability from first principles
- Comfortable operating hands-on while influencing at executive and senior leadership level
- Proven track record of shifting organisations from activity-heavy programmes to outcome-led impact
- Confident navigating ambiguity, growth and change, with strong judgement on where to focus for maximum return
- Motivated by creating sustainable solutions and leaving a lasting legacy in leadership and organisational capability
McGregor Boyall is an equal opportunity employer and do not discriminate on any grounds.
Head of Talent, Learning & Organisation Development employer: MCGREGOR BOYALL ASSOCIATES LIMITED
Contact Detail:
MCGREGOR BOYALL ASSOCIATES LIMITED Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Head of Talent, Learning & Organisation Development
✨Tip Number 1
Network like a pro! Reach out to connections in the financial services sector and let them know you're on the hunt for a role. You never know who might have the inside scoop on opportunities or can put in a good word for you.
✨Tip Number 2
Prepare for those interviews by researching the company’s culture and values. Tailor your responses to show how your experience aligns with their growth agenda and leadership focus. We want to see that you can connect the dots between your skills and their needs!
✨Tip Number 3
Don’t just wait for job postings to pop up! Be proactive and reach out directly to companies you admire, like the one looking for a Head of Talent. Express your interest and share how you can contribute to their organisational development goals.
✨Tip Number 4
Finally, apply through our website! It’s the best way to ensure your application gets seen by the right people. Plus, we love seeing candidates who take the initiative to engage with us directly.
We think you need these skills to ace Head of Talent, Learning & Organisation Development
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter to highlight your experience in talent, learning, and organisational development. We want to see how your skills align with our growth-focused agenda!
Showcase Your Impact: When detailing your previous roles, focus on the outcomes you achieved rather than just listing responsibilities. We love seeing how you've shifted organisations from activity-heavy to outcome-led impact!
Be Authentic: Let your personality shine through in your application. We value authenticity and want to get a sense of who you are beyond your professional achievements.
Apply Through Our Website: For the best chance of success, make sure to submit your application through our website. It’s the easiest way for us to keep track of your application and ensure it gets the attention it deserves!
How to prepare for a job interview at MCGREGOR BOYALL ASSOCIATES LIMITED
✨Know Your Stuff
Make sure you have a solid understanding of organisational development, talent management, and leadership frameworks. Brush up on the latest trends in these areas, especially how they apply to financial services. This will help you speak confidently about your expertise and how it aligns with the company's growth agenda.
✨Showcase Your Impact
Prepare specific examples of how you've shifted organisations from activity-heavy programmes to outcome-led impact. Use metrics and success stories to illustrate your achievements. This will demonstrate your ability to create scalable solutions that can be embedded across the business.
✨Engage with the Leadership Team
Research the Chief People Officer and other senior leaders in the organisation. Understand their vision and challenges. During the interview, engage them in conversation about their goals and how you can support them in strengthening performance and leadership effectiveness.
✨Embrace Ambiguity
Be ready to discuss how you've navigated ambiguity and change in previous roles. Share your thought process on prioritising initiatives for maximum return. This will show that you're comfortable operating hands-on while influencing at an executive level, which is crucial for this role.