At a Glance
- Tasks: Lead exciting talent development programmes across 20+ countries and 5,000 employees.
- Company: Dynamic company based in London with a hybrid working model.
- Benefits: Competitive daily rate, flexible work environment, and potential for permanent role.
- Other info: Join a fast-paced team and enhance your career in a supportive environment.
- Why this job: Make a real impact on talent development while collaborating with global teams.
- Qualifications: 5+ years in talent development with strong project management skills.
The predicted salary is between 54000 - 66000 £ per year.
- Talent Development Program Manager – London/Hybrid
- Duration: 12‐month
- Start: ASAP
- Hybrid: 2 – 3 days
My client is looking for a proactive, creative Talent Development Program Manager to own end‐to‐end delivery of scaled talent development programs across the EMEA region (20+ countries; ~5,000 employees).
This is a 12‐month secondment‐cover position based in London with the potential to convert to a permanent role for the right candidate.
Key responsibilities
- End‐to‐end program management: plan, coordinate and deliver global and regional talent development programs and events (logistics, vendor/event agency management, venues, scheduling).
- Stakeholder management: partner with Talent Development partners, HR business partners, change management teams, senior leaders and global teams to align program objectives and delivery.
- Experience design: support creation and optimization of the learner experience across program touchpoints (communications, onboarding into programs, session design, follow‐up).
- Communications & marketing: build and execute comms plans to drive awareness and attendance; manage internal promotion of programs.
- Measurement & reporting: define success metrics, track attendance/engagement, evaluate program impact and communicate results to stakeholders.
- Process excellence: implement and improve systems, processes and operational standards (e. g., registration, budgeting, vendor processes, LMS workflows).
- Tools & technology: operate existing learning tools and be comfortable experimenting with AI‐driven development approaches; identify opportunities for tooling improvements.
- Budgeting & commercial: manage program budgets, forecast needs and raise budget discussions for exceptional hires or requirements.
- Multi‐tasking & autonomy: juggle multiple concurrent programs and priorities, work independently and move quickly in a dispersed team.
- Additional: support ad‐hoc requests, contribute to talent reviews/top talent programs when required.
- Working Model
- Team is dispersed; ability to work autonomously and manage remote stakeholders is essential.
What we're looking for Must‐have
- Minimum 5 years' relevant experience in talent development, learning & development, or a closely related field.
- Demonstrated experience managing scaled programs across multiple stakeholder groups in a complex/matrixed organization.
- Strong project management skills with experience coordinating events, vendors and multi‐stakeholder delivery.
- Excellent stakeholder and senior‐leader facing communication skills.
- Proven ability to design and improve learner experiences (communications, engagement strategies, post‐program measurement).
- Comfortable with learning technologies and with using AI tools or a demonstrated curiosity to adopt AI in learning approaches.
- Strong organisational skills and ability to manage multiple priorities with tight timelines.
- Based in (or able to work from) London.
- Nice‐to‐have
- Experience with an LMS administration and common L&D technology tools.
- Experience in designing supportive processes and operational improvements.
- Prior experience in a global matrix organization or with cross‐regional program rollouts.
Talent Development Program Manager employer: Salt
Join a forward-thinking investment management platform in London, where innovation meets opportunity. As a Senior Business Analyst, you'll thrive in a collaborative work culture that values your expertise and encourages professional growth through continuous learning and development. Enjoy the flexibility of a hybrid working model while contributing to cutting-edge AI-driven investment solutions that make a real impact in the financial services sector.
StudySmarter Expert Advice🤫
We think this is how you could land Talent Development Program Manager
✨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 Salt, 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 Salt!
✨Tailor Your Digital Footprint
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 Development Program Manager
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 Salt 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 Program Manager at Salt, 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 Salt
✨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 Salt 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!
