At a Glance
- Tasks: Shape and deliver engaging learning experiences across the organisation.
- Company: Join Pinnacle Group, a leading provider of housing and neighbourhood services.
- Benefits: Enjoy competitive salary, flexible working, and a range of employee perks.
- Other info: Dynamic hybrid role with opportunities for travel and career growth.
- Why this job: Make a real impact on colleague development and organisational capability.
- Qualifications: Experience in L&D, strong facilitation skills, and content creation expertise.
The predicted salary is between 45000 - 45000 £ per year.
Pinnacle Group are looking for an experienced and engaging Talent Development Partner to help shape and deliver learning across our organisation. This is an exciting opportunity to join our People function, working within the Talent team to drive capability through high-quality training, engaging content, and impactful development programmes. This is a hybrid role and can be based anywhere in the UK but frequent and regular travel to our London Head Office and other sites across the UK is expected. The role is paying £45k per annum with a £5k car allowance.
We are seeking a hands-on learning professional with a strong background in delivering training and creating content, ideally within a multi-site environment. You will be confident facilitating both face-to-face and virtual sessions, with the ability to engage audiences at all levels and bring learning to life in a practical and meaningful way. With strong experience in developing learning materials from scratch, you will be equally comfortable in front of a room as you are designing content behind the scenes.
You will play a key role in delivering and embedding our Management Development Programme, building core leadership capability across frontline managers. Alongside this, you will own and deliver our induction and onboarding experience, ensuring every new starter has a consistent, engaging introduction to the organisation. Working closely with stakeholders across the business, you will identify development needs and translate them into practical, high-impact learning solutions.
This is an excellent opportunity for a proactive and creative L&D professional who thrives in a fast-paced environment, enjoys being close to the delivery of learning, and is motivated by making a tangible impact on colleague development and organisational capability.
Key responsibilities will include:
- Deliver high-quality, engaging training across a range of topics including leadership, management, behavioural and core skills.
- Facilitate the rollout of the organisation’s Management Development Programme, ensuring strong engagement and real-world application.
- Design and continuously improve learning content, materials, and resources to support evolving business needs.
- Create practical and engaging learning solutions including presentations, toolkits, guides, and digital modules.
- Translate business requirements into clear, impactful training that drives performance and capability.
- Adapt delivery styles to suit different audiences, including frontline colleagues, managers, and senior leaders, across both face-to-face and virtual environments.
- Ensure all learning materials reflect organisational culture, values, and ways of working.
Induction & Onboarding
- Own and deliver the organisation’s induction and onboarding experience, ensuring all new starters have a consistent, high-quality introduction to the business.
- Facilitate induction sessions (both virtual and face-to-face), creating an engaging and informative experience from day one.
- Continuously review and enhance onboarding content, materials and delivery approaches to improve engagement and effectiveness.
- Partner with People, Operations, and line managers to ensure the onboarding process is executed consistently across all locations.
- Monitor feedback and onboarding metrics, identifying opportunities to improve the new starter experience and accelerate time to competence.
Frontline Manager Development
- Deliver and embed the organisation’s Management Development Programme (Level 1), ensuring consistent, high-quality rollout to managers across the business.
- Facilitate engaging and practical learning sessions that build core leadership and people management capability.
- Gather feedback and evaluate effectiveness to continuously refine and enhance the programme.
- Identify ongoing capability gaps and develop additional tools, resources, and interventions to support manager effectiveness.
- Contribute to the evolution of the management development framework over time, supporting the design and rollout of future programme levels and broader leadership development pathways.
Learning & Development Programmes
- Design, deliver, and refine a range of learning solutions across the employee lifecycle — including leadership, compliance, technical, and behavioural skills.
- Facilitate engaging workshops, courses, and group learning interventions for field and support colleagues.
- Oversee digital learning solutions (LMS), managing content development and reporting on training uptake and effectiveness.
Organisational & Capability Development
- Conduct organisational needs assessments and translate findings into targeted learning strategies aligned with business goals.
- Support succession planning, talent pipelines, and career development initiatives in partnership with leadership teams.
- Provide individual and group coaching to managers and high-potential employees.
- Be an active People Partner on change projects, delivering L&D expertise for transformation programmes and employee engagement actions.
Stakeholder Engagement & Advisory
- Operate as a trusted L&D advisor for senior management, line managers, and employees, addressing skills gaps and development needs.
- Liaise with external training providers.
- Act as brand ambassador at careers events, apprenticeships, and in community or industry forums.
Performance & Programme Evaluation
- Evaluate the impact of all L&D interventions through data and feedback, driving a culture of continuous improvement.
- Regularly review content, delivery methods and accessibility to ensure excellence and compliance with legislation and internal policies.
Administration & Budgeting
- Support the management of budgets (including the apprenticeship levy), ensuring effective use of resources.
- Oversee record-keeping and reporting for training and development activities.
Continuous Professional Development
- Proactively stay informed about the latest trends, innovations, and technology in learning and talent development.
- Contribute to wider HR and development team activity and maintain professional development.
Key Requirements:
- Proven background in a Learning & Development / Talent Development role, ideally within a fast-paced, multi-site service industry (e.g. facilities management, hospitality, retail, or property).
- Experience delivering and managing induction and onboarding programmes, ensuring a consistent and engaging new starter experience.
- Experience supporting or delivering management or leadership development programmes, with the ability to evolve content over time.
- Strong track record of delivering engaging training sessions (face-to-face and virtual) to diverse audiences.
- Demonstrable experience designing and creating high-quality learning content and materials from scratch (e.g. presentations, toolkits, digital learning).
- Experience partnering with stakeholders to identify capability needs and translate them into practical development solutions.
- Strong facilitation and presentation skills, confident working with employees at all levels including senior leaders.
- Ability to balance strategic thinking with hands-on delivery.
- Highly organised, resilient, and comfortable managing multiple priorities.
- Experience designing or implementing a skills framework / competency model.
- Familiarity with e-learning platforms and digital content creation tools.
The more diverse our workforce, the better we can adapt to and reflect the needs of our customers. We welcome applications from all backgrounds – particularly from those who represent the communities we serve including ex-armed forces personnel and their families. As a colleague, you will become part of an inclusive culture, where you will have the opportunity to achieve your full potential and enhance your career through learning and development.
We offer a wide range of benefits at Pinnacle Group, dependant on your role or business area, these range from additional leave packages to pension plans and discounts at your favourite retailers.
- Maternity/paternity packages
- Flexible Working Arrangements
- Life Assurance
- Enhanced Pension Scheme
- Additional Annual Leave
- Private Medical Insurance
- Cycle to Work Scheme
- Employee Assistance Programme
- Retail Discounts
- Childcare Assistance
- Season Ticket Loans
- Sick Pay Schemes
- Personal Development Plans
- Electric Vehicle Scheme
- Car Allowance
Talent Development Partner employer: pinnaclegroup.co.uk
Pinnacle Group is an exceptional employer that prioritises a people-first culture, offering a dynamic work environment where creativity and proactive engagement are highly valued. With a strong commitment to employee development, the company provides extensive learning opportunities, flexible working arrangements, and a comprehensive benefits package, ensuring that every team member can thrive both personally and professionally. Located in the UK with regular access to the vibrant London Head Office, employees enjoy a collaborative atmosphere that fosters growth and innovation.
StudySmarter Expert Advice🤫
We think this is how you could land Talent Development Partner
✨Dive into the Talent Acquisition Community
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We think you need these skills to ace Talent Development Partner
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at pinnaclegroup.co.uk that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Talent Development Partner at pinnaclegroup.co.uk, tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at pinnaclegroup.co.uk
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch pinnaclegroup.co.uk to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
