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For Companies At a Glance
- Tasks: Lead talent management and performance processes to drive business success.
- Company: Join Tate and Lyle, a global leader in ingredient solutions.
- Benefits: Enjoy flexible working, competitive salary, and comprehensive health support.
- Why this job: Make a real impact on talent development in a dynamic environment.
- Qualifications: Expertise in Talent & Performance Management and problem-solving skills.
- Other info: Be part of an inclusive workforce with global opportunities.
The predicted salary is between 36000 - 60000 £ per year.
About Us
Tate and Lyle is a successful organisation with a clear purpose, ambition, strategy, and strong expert talent, solely focused on achieving its ambition as a world class ingredients solutions provider. We have expanded our plant-based footprint beyond corn into tapioca, stevia leaf, chickpea protein and soluble fibre to explore wider platforms for achieving our ambition. Achieving this ambition will require development of new capabilities, reallocation of resources and investment to become a leaner, more agile company, leveraging latest technology, process insight and ways of working.
Role Purpose
The Talent & Performance Senior Manager is responsible for ensuring Performance Management and Talent processes and programmes are designed, executed and continuously improved, to drive delivery of business outcomes. This includes preparation of support materials, development and delivery of training to HR and business leaders, succession planning and career development support, in service of broader capability development and as part of the broader employee value proposition.
Main Accountabilities
- Define what ‘Talent’ means for the organisation and identify critical talent populations.
- Prepare and execute the annual Talent Management Cycle, including development of all support and training materials and delivery of training to the HR and Manager communities. Ensure talent outcomes are recorded and appropriate development planning is in place, in partnership with HR and line managers.
- Design and deliver Talent interventions such as the approach to the development of High Potential talent, internal mobility and fast-track initiatives.
- Lead the identification, assessment and development of top talent using performance and potential indicators.
- Maintain and evolve succession plans for senior and business-critical roles, ensuring robust pipelines and business continuity.
- Ensure strategies and programmes align with workforce planning and organisational priorities.
- In partnership with Total Rewards, ensure that career pathways are transparent and visible to all employees and that development opportunities are signposted, with employees given clear line of sight into how to get support with their development.
- Establish a clear framework for internal mobility, in partnership with HRBPs, Total Rewards and other stakeholders, to ensure the efficient movement of talent around the organisation in a way that serves the business, and is clearly defined.
- Derive data and insights from Talent and Performance cycles and provide recommendations for areas of improvement to HR leadership.
- Prepare and execute the annual Performance Review Cycle including support and training materials for HR and Manager communities. Ensure that Performance outcomes are properly recorded to support smooth and consistent calibration in preparation for reward processes.
- Coach HR and leaders on conducting fit for purpose, high quality performance conversations, goal-setting and feedback to strengthen capability and consistency.
- Analyse performance data to identify trends, risks and opportunities for organisational improvement.
- Continuously improve the performance framework to support a culture of accountability, clarity and high performance.
Performance Measures
- >75% alignment with ExCo goals across the organisation
- Cycle completions on time
- Guided distribution curves aligned, if not met.
- Succession planning completed at ExCo +1 and for critical roles.
Legislative Requirements
Ensure adherence to any local labour laws or requirements and that these are appropriately understood and planned for (such as pay transparency in North America).
Skill And Experience
- Expert knowledge and understanding of Talent & Performance Management as HR disciplines
- Ability to manage and solve complex problems
- Team working essential
What You’ll Get
As a business operating in 50 countries worldwide, we offer a global rewards package to all employees alongside a range of country-specific benefits. The global package includes a bonus scheme, 16-week Equal Parental Leave and mental health & well-being support.
- Flexible working policy
- Competitive salary
- Discretionary annual bonus
- Excellent employer pension contribution
- Personal private medical insurance
- Life assurance
Tate & Lyle is an equal opportunity employer, committed to the strength of an inclusive workforce.
Senior HR Manager, Talent and Performance employer: Tate & Lyle
Contact Detail:
Tate & Lyle Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior HR Manager, Talent and Performance
✨Tip Number 1
Network like a pro! Reach out to current or former employees at Tate and Lyle on LinkedIn. A friendly chat can give you insider info about the company culture and maybe even a referral!
✨Tip Number 2
Prepare for the interview by understanding their talent management strategies. Brush up on your knowledge of performance management and be ready to discuss how you can contribute to their goals.
✨Tip Number 3
Showcase your skills in real-time! If you get the chance, bring examples of your past work related to talent development and performance management. This will help you stand out as a candidate who can hit the ground running.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets seen by the right people. Plus, it shows you’re serious about joining the team at Tate and Lyle.
We think you need these skills to ace Senior HR Manager, Talent and Performance
Some tips for your application 🫡
Tailor Your CV: Make sure your CV speaks directly to the role of Senior HR Manager, Talent and Performance. Highlight your experience in talent management and performance frameworks, and don’t forget to sprinkle in some examples that show how you’ve driven business outcomes.
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to tell us why you’re passionate about talent and performance management. Share specific achievements that align with our goals at Tate and Lyle, and let your personality come through.
Showcase Your Skills: In your application, make sure to highlight your expert knowledge in Talent & Performance Management. We want to see how you’ve tackled complex problems and improved processes in previous roles. Use bullet points for clarity!
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way to ensure your application gets into the right hands. Plus, you’ll find all the details you need about the role and our company culture there!
How to prepare for a job interview at Tate & Lyle
✨Know Your Talent Management Inside Out
Make sure you’re well-versed in the latest trends and best practices in talent management. Familiarise yourself with Tate and Lyle's approach to talent and performance, and be ready to discuss how you can contribute to their goals.
✨Prepare Real-Life Examples
Think of specific instances where you've successfully managed talent processes or improved performance management systems. Use the STAR method (Situation, Task, Action, Result) to structure your responses and demonstrate your impact.
✨Understand Their Business Strategy
Dive deep into Tate and Lyle’s business strategy and how it relates to talent management. Be prepared to discuss how you can align talent initiatives with their organisational priorities and contribute to their ambition as a world-class ingredients solutions provider.
✨Ask Insightful Questions
Prepare thoughtful questions that show your interest in the role and the company. Inquire about their current challenges in talent management or how they measure success in performance management. This not only shows your enthusiasm but also helps you gauge if the company is the right fit for you.
