Talent Development Partner (12 month FTC) in London

Pension Insurance Corporation ("PIC") provides secure retirement incomes through comprehensive risk management and excellence in asset and liability management, as well as exceptional customer service. Our purpose is to pay the pensions of our current and future policyholders. We achieve our purpose by setting Companywide strategic objectives and driving a healthy culture based on our PIC Values of Resilient, Adaptable, and Loyal.

As a Talent Development Partner, you will play a pivotal role in helping to execute the organisation’s talent strategy, working effectively with business areas and HR Business Partners to secure their buy-in and ongoing support. PIC’s Talent team work to ensure employees have the right knowledge, skills and experience to achieve their individual career goals, and fulfil PIC’s purpose of paying the pensions of our current and future policyholders. This includes ensuring that employees meet the regulation requirements e.g.: Senior Managers and Certification Regime.

The role holder will:

• Work closely with senior leaders and HR colleagues to develop and embed career pathways and associated learning interventions, PIC’s competency framework and our early careers development infrastructure, ensuring that employees have clear, practical routes to build capability, develop their careers and contribute positively to PIC’s priorities.
• Deliver signature learning programmes including PIC’s induction, management development and early careers, ensuring these are high‑quality, scalable and aligned to PIC’s organisational needs.
• Embed performance enablement practices including meaningful feedback, coaching skills, career conversations and development planning.
• Shape the evolution of our development infrastructure including Oracle’s LMS and Talent Module, enabling PIC to map, develop and report on talent across PIC.

Conduct Rules:

• You must act with integrity
• You must act with due skill, care and diligence
• You must be open and cooperative with the FCA, the PRA and other regulators.
• You must pay due regard to the interests of customers and treat them fairly.
• You must observe proper standards of market conduct
• You must act to deliver good outcomes for retail customers

PIC operates within the financial services industry and, therefore, is regulated by the FCA (Financial Conduct Authority) and the PRA (Prudential Regulation Authority). It is a requirement for all PIC employees to demonstrate a good understanding of the regulatory framework and how it applies to the Company.

Specific accountabilities assigned to the role of Talent Development Partner within the HR team:

• Contribute to the design and execution of talent strategies that align with business objectives and workforce planning priorities.
• Collaborate with colleagues in HR and representatives of the business to shape, influence and deliver the ongoing work underway on career pathways.
• Embed and operationalise PIC’s competency framework, ensuring it is integrated into development planning, performance enablement and career pathways.
• Build trusted relationships with business leaders and HR colleagues (specifically HRBPs), providing credible advice on talent-related matters.
• Support the embedding of a high-performance culture by equipping managers to deliver high‑quality feedback, career conversations and development planning, building performance‑enablement capability across PIC.
• Design, deliver and continuously improve PIC’s signature learning programmes, including induction, management development and early careers pathways, ensuring they are high‑impact, inclusive and aligned with PIC’s strategic priorities.
• Monitor the effectiveness of all learning events and programmes, critically evaluate the content and make recommendations in driving a continuous improvement culture.
• Promote inclusive talent practices, ensuring equity and diversity are reflected in development, progression, and retention activities.
• Shape and optimise the use of Oracle LMS and Talent Module, ensuring talent data, reporting and capability mapping are accurate and actionable.
• Contribute to organisational change programmes by aligning talent activities with transformation goals and workforce impacts.
• Ensure compliance with internal governance and external regulatory requirements (SMCR) across all talent management processes.
• Ensure compliance with talent‑related policies and governance standards.
• Take ownership for their own learning and development in both technical (e.g. data analysis and critical judgement) and non‑technical (self‑insight and relationship management) skills of talent development.
• Stay informed of talent development trends, as well as best practices related to learning and development by attending industry seminars, reading and sharing relevant published articles.

Knowledge:

• Adult learning principles and their application to leadership and professional development.
• Modern learning approaches (blended, experiential and capability academies).
• Competency frameworks, job architecture and skills frameworks.
• Performance enablement processes and their link to talent development and career progression.
• Integration of L&D programmes with broader talent strategies (e.g. engagement, retention, leadership development).
• Assessment frameworks (early careers and 360 assessments).
• Inclusive talent practices and equity in development and succession planning.
• Use of talent analytics to inform decisions and measure impact.
• Regulatory and compliance requirements relevant to talent development (e.g. PRA).
• Frameworks and tools for identifying high‑potential individuals (e.g. 9‑box grid, behavioural assessments).
• Succession planning methodologies, including readiness assessments and critical role mapping.

Skills:

• Ability to align talent initiatives with organisational goals.
• Ability to translate strategy into practical programmes and tools tailored to different career pathways and talent segments.
• Strong stakeholder partnership skills with the ability to co‑design solutions with business leaders.
• Ability to connect learning, capability, careers and performance into talent development solutions.
• Facilitation of career and development conversations.
• Data interpretation and use of analytics to guide talent decisions.
• Identification of high‑potential individuals and coordination of succession planning.
• Advocacy for inclusive and equitable talent practices.

Experience:

• Track record of supporting and providing input into the design and implementation of learning and development programmes, linked to a talent strategy, with measurable outcomes.
• Experience facilitating career conversations.
• Experience of talent identification and succession planning methodologies.
• Experience using talent management systems (preference for Oracle) and analytics tools.
• Background in Learning & Development, Talent Development, HR Business Partnering, or Organisational Development.

DE&I at PIC:

At PIC, we believe that true innovation stems from embracing diverse perspectives, backgrounds and experiences. We are committed to building a workplace where every individual, regardless of race, gender identity, sexual orientation, disability, age, religion, or socio‑economic background, feels valued, heard and empowered to succeed. We hold ourselves accountable through ongoing initiatives, such as inclusive hiring practices, and equitable career development opportunities that support belonging and community. While we’re proud of our progress, we recognise there’s work ahead, and we remain dedicated to listening, learning and evolving together.

In addition to a competitive base salary and the opportunity to participate in our annual, performance‑related bonus plan, upon joining us here at Pension Insurance Corporation, you will get access to some great benefits, including private medical insurance, 28 days’ annual leave (excluding bank holidays), a generous pension scheme and much more.