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For Companies At a Glance
- Tasks: Drive performance management and enable development across the organisation.
- Company: Join Perkbox, a leading employee benefits platform transforming workplace culture.
- Benefits: Flexible working, competitive salary, and access to mental health services.
- Why this job: Make a real impact on employee growth and engagement in a dynamic environment.
- Qualifications: Experience in HR or talent roles, strong facilitation skills, and data-driven mindset.
- Other info: Inclusive workplace committed to diversity and personal development.
The predicted salary is between 36000 - 60000 £ per year.
Key Responsibilities
- Performance & Capability
- Own the operational delivery of the performance cycle (OKRs, reflections, timelines and completion tracking)
- Drive consistency and quality in performance conversations across the business
- Support early performance interventions, equipping managers with practical tools and confidence
- Embed meaningful 1:1 practices and development planning standards
- Monitor performance data trends and flag risks or inconsistencies
- Manager & Development Enablement
- Deliver manager enablement workshops focused on feedback, accountability and development conversations
- Support rollout and adoption of career and skills frameworks
- Curate practical development pathways aligned to business priorities
- Ensure learning initiatives drive measurable behaviour change
- Evaluate effectiveness and continuously improve programmes
- Employee Lifecycle & Standards
- Own delivery and improvement of induction experiences
- Embed clear probation standards and support manager checkpoints
- Ensure new starters are set up for performance clarity and early success
- Identify and elevate lifecycle risks impacting performance or retention
- Engagement & Communication
- Coordinate the engagement survey cycle (timelines, comms, tracking)
- Support SMT follow-through on engagement action plans
- Draft and manage core internal communications
- Support recognition embedding aligned to behavioural standards
- Coordinate Culture Champions activity in alignment with strategic direction
- Collaboration & Stakeholder Partnership
- Act as a credible partner to managers and SMT on performance and development matters
- Work closely with People Operations to ensure accurate reporting and process consistency
- Collaborate with the Senior Consultant (engagement strategy) to ensure alignment between performance and engagement activity
- Contribute to strengthening the overall People operating model
- Performance & Manager Effectiveness
- Performance cycles are delivered smoothly, on time and with strong completion rates
- Managers demonstrate increased confidence and consistency in performance and development conversations
- Meaningful 1:1 practices are embedded and widely adopted
- Early performance issues are addressed proactively and constructively
- Onboarding & Time to Performance
- Induction experiences equip new starters with clarity and confidence from day one
- Time-to-contribution improves, with measurable acceleration in ramp-up
- Probation processes are clear, consistent and focused on early success
- Development & High-Leverage Skills
- Priority, high-impact skills aligned to business needs are identified and actively developed
- Development pathways are well-used and valued by employees
- Employees report greater clarity around growth and progression opportunities
- Engagement & Follow-Through
- Engagement survey participation remains strong and action plans are visibly progressed
- Recognition behaviours are increasingly embedded across teams
- Managers and SMT demonstrate ownership of engagement and development commitments
To be successful, you’ll have:
- Experience in HR, People, Performance or Talent roles within a fast-paced business
- Strong understanding of performance management processes and manager accountability
- Experience supporting or delivering development and enablement initiatives
- Confidence working directly with managers and senior stakeholders
- Strong facilitation and coaching capability
- Comfortable using data to identify trends and inform action
- Highly organised, delivery-focused and commercially aware
Bonus points if you bring:
- Experience operating in a performance-oriented or scaling environment
- Exposure to career frameworks or capability mapping
- L&D, HR or coaching qualification
- Experience coordinating engagement survey processes
The Interview Process
- Short call with a member of the TA team
- 30-minute video call with Hiring Manager and one other team member
- Final Interview and task with two members of the team
Our average process takes around 2-3 weeks, but we will always work around your availability. You will have the chance to speak to our recruitment team at various points during your process. If you have any specific questions ahead of this, please contact us.
We’re committed to being an inclusive employer and creating a fair workplace for all. We encourage applications from candidates across all backgrounds, circumstances, ages, disabilities, ethnicities, religions or beliefs, gender identities, or sexual orientations. We’re happy to offer reasonable adjustments during our hiring process. Just let us know, and we’ll make it work for you. Your comfort and success matter to us!
Talent Development Partner in London employer: Perkbox
Contact Detail:
Perkbox Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Development Partner in London
✨Tip Number 1
Get to know the company culture before your interview. Check out their social media, read up on their values, and see how they engage with employees. This will help you tailor your answers and show that you're a great fit for their team.
✨Tip Number 2
Practice makes perfect! Run through common interview questions with a friend or in front of the mirror. Focus on how your experience aligns with the role of Talent Development Partner, especially around performance management and development initiatives.
✨Tip Number 3
Don’t forget to prepare some thoughtful questions for your interviewers. Ask about their performance cycles or how they support manager enablement. This shows you're genuinely interested and have done your homework!
✨Tip Number 4
After your interview, send a quick thank-you email. Mention something specific from your conversation to remind them of your chat. It’s a nice touch that keeps you top of mind as they make their decision!
We think you need these skills to ace Talent Development Partner in London
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter to highlight your experience in HR, performance management, and talent development. We want to see how your skills align with the key responsibilities outlined in the job description.
Showcase Your Achievements: Don’t just list your duties; share specific examples of how you've driven performance improvements or facilitated development initiatives. We love seeing measurable outcomes that demonstrate your 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 qualifications. Share your passion for talent development and how it aligns with our mission.
Apply Through Our Website: For the best chance of success, make sure to submit your application through our website. This helps us keep everything organised and ensures your application gets the attention it deserves!
How to prepare for a job interview at Perkbox
✨Know Your Stuff
Before the interview, dive deep into the performance management processes and talent development strategies. Familiarise yourself with the key responsibilities listed in the job description, so you can confidently discuss how your experience aligns with their needs.
✨Showcase Your Facilitation Skills
Prepare to demonstrate your facilitation and coaching capabilities. Think of examples where you've successfully delivered workshops or enabled managers in performance conversations. This will show that you can hit the ground running in this role.
✨Data is Your Friend
Be ready to talk about how you've used data to identify trends and inform actions in previous roles. Bring specific examples of how you've monitored performance data and flagged risks, as this will resonate well with the interviewers.
✨Engagement Matters
Since engagement is a big part of this role, think about how you've coordinated engagement surveys or action plans in the past. Be prepared to discuss how you’ve contributed to improving employee engagement and recognition within teams.