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For Companies At a Glance
- Tasks: Lead and scale the Talent Strategy while shaping a vibrant People & Culture function.
- Company: Join a rapidly growing SaaS success story with a people-centric culture.
- Benefits: Enjoy remote work, autonomy, and a focus on learning and progression.
- Why this job: Make a meaningful impact on talent development and company culture.
- Qualifications: Senior experience in Talent/Organisational L&D and a strong SaaS background.
- Other info: Be part of a dynamic team with a strategic role in shaping future growth.
The predicted salary is between 43200 - 72000 £ per year.
We’re partnering with one of the UK’s most exciting SaaS success stories — a company that has grown from 37 to 190+ people in just three years and continues to scale rapidly. Their focus on deep, people‑centric culture means development, progression and high performance are not buzzwords but the core of how the organisation operates.
What You Will Do
- Build and scale the end‑to‑end Talent Strategy across all levels.
- Establish the next evolution of the People & Culture function.
- Develop career frameworks, leadership pathways and performance systems.
- Drive the culture shift towards behavioural excellence, accountability and continuous growth (Q1 priority).
- Introduce succession planning, feedback frameworks and high‑potential acceleration.
- Coach senior leaders to become exceptional talent developers.
- Use insights and data to measure impact and continuously refine programmes.
- Partner with HR on onboarding, progression and engagement to ensure a seamless employee lifecycle.
Who We’re Looking For
- Senior experience in Talent/Organisational L&D or People Leadership.
- Strong background in high‑growth SaaS / Tech environments.
- Deep understanding of behavioural development, high performance and culture building.
- A charismatic, energetic leader with the ability to influence at all levels.
- Expertise in coaching, facilitation and leadership development.
- Data‑driven mindset and passion for unlocking potential.
- Organisation psychology or leadership development background is a plus (not mandatory).
What You Will Get
- A strategic seat at the leadership table.
- Ownership, autonomy and trust in shaping the People & Culture function.
- A culture where learning and progression truly matter.
- The chance to build something meaningful and long lasting.
- A remote‑first culture based on flexibility and balance.
- Opportunity to design leadership, behavioural and performance systems that will guide the company’s growth over the next 5–10 years.
Location – Remote UK
Let’s explore if this could be your next chapter.
Head of Talent Management employer: Saleslogic
Contact Detail:
Saleslogic Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Head of Talent Management
✨Tip Number 1
Network like a pro! Reach out to people in the industry, especially those who work at companies you're interested in. A friendly chat can open doors and give you insider info that could help you stand out.
✨Tip Number 2
Prepare for interviews by researching the company culture and values. Tailor your responses to show how your experience aligns with their people-centric approach. We want to see your passion for development and high performance!
✨Tip Number 3
Showcase your leadership skills during the interview. Share specific examples of how you've coached others or driven cultural change in previous roles. This is your chance to shine as a charismatic leader!
✨Tip Number 4
Don’t forget to follow up after your interview! A quick thank-you email can leave a lasting impression. Plus, it shows your enthusiasm for the role and the company. Remember, we love seeing candidates who are genuinely interested!
We think you need these skills to ace Head of Talent Management
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter to highlight your experience in Talent Management, especially in high-growth SaaS environments. We want to see how your skills align with our people-centric culture and the specific responsibilities of the role.
Showcase Your Leadership Style: In your application, let us know about your approach to coaching and developing talent. Share examples of how you've influenced teams and driven cultural shifts in previous roles. We’re looking for that charismatic touch!
Be Data-Driven: Since we value a data-driven mindset, include any metrics or insights from past projects that demonstrate your impact on talent development and organisational growth. Numbers speak volumes, so don’t shy away from showcasing your achievements!
Apply Through Our Website: We encourage you to submit your application through our website. It’s the best way for us to keep track of your application and ensure it gets the attention it deserves. Plus, it shows you’re keen to join our team!
How to prepare for a job interview at Saleslogic
✨Know the Company Inside Out
Before your interview, dive deep into the company's culture and values. Understand their growth journey and how they prioritise people-centric strategies. This will help you align your answers with their mission and show that you're genuinely interested in being part of their exciting journey.
✨Showcase Your Leadership Style
As a candidate for Head of Talent Management, it's crucial to demonstrate your leadership approach. Prepare examples of how you've successfully coached senior leaders or implemented talent strategies in high-growth environments. Be ready to discuss your methods for fostering behavioural excellence and accountability.
✨Bring Data to the Table
Since the role requires a data-driven mindset, come prepared with insights from your previous experiences. Share specific metrics or outcomes that highlight your impact on talent development and organisational growth. This will showcase your analytical skills and ability to refine programmes based on measurable results.
✨Ask Thoughtful Questions
Interviews are a two-way street, so prepare insightful questions that reflect your understanding of the role and the company’s future. Inquire about their current talent strategies, challenges they face in scaling, or how they envision the evolution of their People & Culture function. This shows your strategic thinking and genuine interest in contributing to their success.
