At a Glance
- Tasks: Lead talent management strategies and drive organisational growth through effective succession planning.
- Company: Join Ricoh, a global leader committed to diversity and inclusion.
- Benefits: Enjoy flexible working, career development, and opportunities to make a positive impact.
- Other info: Be part of a community that values your unique perspective and contributions.
- Why this job: Shape the future of talent management in a supportive and collaborative environment.
- Qualifications: Experience in talent management and strong stakeholder influencing skills required.
The predicted salary is between 59576 - 68231 £ per year.
We are seeking a strategic and commercially focused Talent Manager to establish and lead our Talent Centre of Excellence (CoE). This role will define and embed a consistent, high-impact approach to talent and succession management across the organisation, positioning talent as a critical business risk and a core pillar of our five-year Mid-Term Strategy. Acting as the central authority for talent frameworks, governance, and capability, the Talent Manager will drive a step-change in how the business identifies, assesses, develops, and deploys talent—ensuring leadership continuity, reducing risk, and building a robust pipeline for future growth. A key component of success will be the application of rigorous, evidence-based assessment practices (e.g. Korn Ferry) to strengthen decision-making, validate potential, and increase the quality and credibility of talent outcomes.
Key Responsibilities
- Establish and lead the Talent CoE, defining its role as the central authority for talent and succession strategy, governance, and best practice.
- Position talent and succession as a business-critical risk topic, embedding it into leadership routines, governance forums, and strategic planning cycles.
- Design and implement a coherent, enterprise-wide talent management strategy, aligned to the Mid-Term Strategy and future capability requirements.
- Own and evolve core talent processes, including:
- Succession planning frameworks and risk mitigation strategies.
- Talent review methodology and governance.
- Performance and potential assessment frameworks.
- Drive leadership accountability for talent outcomes, ensuring quality, follow-through, and measurable impact on succession readiness and pipeline strength.
- Embed a consistent, data-led approach to talent decision-making, leveraging insights to identify gaps, risks, and opportunities across the organisation.
- Define and implement robust talent assessment standards, including the use of validated tools (e.g. Korn Ferry) to improve rigour, calibration, and confidence in talent decisions.
- Build organisational capability in talent management, upskilling HR and business leaders to more effectively assess, develop, and deploy talent.
- Drive continuous improvement and simplification of talent frameworks and tools, ensuring scalability, usability and consistency across markets and functions.
- Align talent strategy with workforce planning and business priorities, ensuring readiness for future leadership and critical roles.
Qualifications & Experience
- Proven experience in talent management, succession planning, or organisational development within a complex, international environment.
- Experience establishing or operating within a Centre of Excellence or similar strategic function.
- Strong track record of designing and embedding talent and succession frameworks at scale.
- Experience using validated talent assessment methodologies (e.g. Korn Ferry or equivalent) to inform talent decisions and development strategies.
- Demonstrated capability to influence senior stakeholders and position talent as a strategic business priority.
Skills & Competencies
- Strategic thinker with the ability to translate long-term vision into practical, enterprise-wide solutions.
- Strong commercial mindset, with the ability to articulate talent and succession as drivers of business performance and risk mitigation.
- Deep expertise in talent frameworks, including succession planning, performance, and potential assessment.
- Data-driven, with strong analytical capability and ability to generate actionable insights.
- Excellent stakeholder management and influencing skills at senior leadership level.
- Strong programme leadership capability, with experience driving complex, multi-market initiatives.
- Collaborative, pragmatic, and outcomes-focused.
Benefits
At Ricoh, work should feel meaningful, supportive and fulfilling. The Ricoh Promise shapes your experience through four pillars that bring our culture to life.
- Love to Connect: You become part of a global community built on openness, inclusion and genuine collaboration.
- Love to Grow: Your development truly matters to us. With access to learning pathways, mentoring and career opportunities across functions and countries, you'll be supported to stretch your skills, explore new directions and stay future-ready in a changing world.
- Love to Give Back: Purpose is part of how we work. You'll have opportunities to make a difference through volunteering, sustainability initiatives and community programmes that reflect our shared values and commitment to positive impact.
- Love to Succeed: Success at Ricoh is something we pursue together. You'll benefit from fair rewards, flexible working, wellbeing resources and real recognition—including programmes such as the Imagine. Change. Awards, where colleagues celebrate each other's achievements.
Equal Employment Opportunity
We are an equal opportunities employer. We believe that diverse perspectives make us stronger, and we welcome applications from people of all backgrounds, identities, and experiences. Our hiring decisions are based on skills, experience and potential, and we are committed to creating a fair and inclusive recruitment process. If you require any reasonable adjustments at any stage of the recruitment journey, please let us know and we will support you to bring your best self forward.
StudySmarter Expert Advice🤫
We think this is how you could land Talent Manager EMEA in London
✨Dive into the Talent Acquisition Community
Get involved with communities specifically aimed at talent acquisition and recruitment. Follow popular forums, like the HR and recruitment threads on LinkedIn Groups or join Talent Acquisition Meetups in your area. Networking with fellow recruiters and industry experts can lead to hidden job opportunities and insider tips!
✨Show Off Your Expertise at Recruitment Events
Attend recruitment fairs and industry conferences where companies, including Ricoh Europe, often showcase their hiring needs. Not only can you meet potential employers face-to-face, but you can also demonstrate your passion and knowledge about the field. Make sure you've got some thoughtful questions ready to impress!
✨Leverage Your University Connections
If you’re a recent grad or still connected to your university, tap into their career services. Many universities have exclusive job boards and connections with companies eager to hire fresh talent in recruitment roles. Plus, you never know who might be able to put in a good word for you at places like Ricoh Europe!
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Make sure your online presence reflects your passion for talent acquisition. Share articles, join discussions, and post about trends in recruiting to establish yourself as a knowledgeable candidate. Recruiters often check candidates out online, so use platforms like LinkedIn to showcase your insights and enthusiasm for discovering the right talent!
We think you need these skills to ace Talent Manager EMEA in London
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 Ricoh Europe 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 Manager EMEA at Ricoh Europe, 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 Ricoh Europe
✨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 Ricoh Europe 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!
