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- Tasks: Lead the development of talent strategies and programmes to enhance organisational capability.
- Company: Tate & Lyle is a global leader in ingredient solutions, focused on innovation and sustainability.
- Benefits: Enjoy flexible working, competitive salary, bonuses, and comprehensive health support.
- Why this job: Join a dynamic team driving impactful change and professional growth in a supportive culture.
- Qualifications: Expertise in Organisation Development and experience with leadership programmes are essential.
- Other info: This role offers a chance to shape the future of talent development in a global company.
The predicted salary is between 54000 - 84000 £ 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 purpose of this role is to develop, in partnership with the VP Talent & OD, an OD strategy that drives and supports capability growth across the organisation. Focussing on key populations such as leaders, managers, critical and high potential talent, the role will develop and evolve programmes and approaches that underpin the growth in capability required for Tate & Lyle to meet its organisation goals and outcomes.
MAIN ACCOUNTABILITIES
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Definition and implementation of the Company’s approach to the development of high potential and critical talent, including identification and calibration techniques, programmes, development planning and monitoring and reporting back to the business.
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Design and delivery of the approach to leadership development across the organisation, including for those in senior leadership positions and for those aspiring to leadership. Particular focus is to be given to the period immediately following the stand up of the new organisation and the following 12 months (to April 2026), to ensure that leaders are well-placed to support their new teams and those with whom they work, to achieve their goals and to excel in their roles.
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Definition and implementation of the Company’s approach to management development, including simple and pragmatic measures to ensure that people managers can feel confident and capable in their roles, and to ensure that their people can thrive and flourish.
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Definition and implementation of the Company’s centralised learning proposition, to deliver the right capabilities to enable the organisation to achieve its strategic aims and ambitions. This proposition will also answer the Company’s thirst for learning and professional growth, as referenced consistently in Tate & Lyle’s engagement surveys, and will provide our people with the tools and opportunities to support their own development.
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Identify and support areas of specific organisational capability build, in partnership with the technical/functional business, or wherever the need arises from to ensure that critical needs are met in a pragmatic and measurable way that ensures the engagement and participation of those required to be involved.
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Lead on the production of competency frameworks across the organisation, ensuring that they exist as and where the Company requires them, to support the growth and development of necessary skills and capabilities, through tangible and practical means.
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Support the org functions to develop their own capability development mechanisms and tools, required to deliver their own critical business outcomes.
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Support organisational change efforts and ensure that a workable framework is in place to enable the management of change as and when it is required.
PERFORMANCE MEASURES
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Consistent improvement in engagement scores for questions related to development
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Meets target uptake for specified interventions
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Leadership development approach defines and signed off by the end of CY25
LEGISLATIVE REQUIREMENTS
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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)
SKILLS & EXPERIENCES
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Expert knowledge and understanding of Organisation Development as an HR discipline
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Experience of working with/administering learning programmes, particularly Leadership programmes
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Ability to manage and solve complex problems
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Project Management
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Understanding of Change Management principles
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Team working essential
WHAT YOU\’LL GET
As 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.
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Flexible working policy
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Competitive salary
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Discretionary annual bonus
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Excellent employer pension contribution
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Personal private medical insurance
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Life assurance
Tate & Lyle is an equal opportunity employer, committed to the strength of an inclusive workforce.
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Senior Partner, OD employer: Tate & Lyle
Contact Detail:
Tate & Lyle Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior Partner, OD
✨Tip Number 1
Familiarise yourself with the latest trends in Organisation Development and leadership training. Understanding current methodologies and frameworks will help you speak confidently about how you can contribute to Tate & Lyle's goals.
✨Tip Number 2
Network with professionals in the field of OD and leadership development. Engaging with others in the industry can provide insights into best practices and may even lead to referrals or recommendations for the role.
✨Tip Number 3
Prepare to discuss specific examples of how you've successfully implemented leadership development programmes in the past. Be ready to showcase your problem-solving skills and project management experience, as these are crucial for the role.
✨Tip Number 4
Research Tate & Lyle’s recent initiatives and organisational changes. Being knowledgeable about their current strategies will allow you to tailor your discussions and demonstrate your genuine interest in contributing to their success.
We think you need these skills to ace Senior Partner, OD
Some tips for your application 🫡
Understand the Role: Thoroughly read the job description for the Senior Partner, OD position. Identify key responsibilities and required skills, and think about how your experience aligns with these.
Tailor Your CV: Customise your CV to highlight relevant experiences in Organisation Development, leadership programmes, and project management. Use specific examples that demonstrate your ability to meet the role's requirements.
Craft a Compelling Cover Letter: Write a cover letter that connects your background to Tate & Lyle's goals. Emphasise your understanding of their ambition as a world-class ingredients solutions provider and how you can contribute to their organisational development strategy.
Showcase Your Problem-Solving Skills: In your application, provide examples of complex problems you've solved in previous roles, particularly in relation to change management and capability development. This will demonstrate your fit for the position.
How to prepare for a job interview at Tate & Lyle
✨Understand the Role and Company
Before your interview, make sure you thoroughly understand Tate & Lyle's mission and values. Familiarise yourself with their recent initiatives in plant-based ingredients and how this role contributes to their organisational goals.
✨Showcase Your OD Expertise
Be prepared to discuss your experience in Organisation Development. Highlight specific programmes you've developed or managed, particularly those focused on leadership and talent development, as these are key aspects of the role.
✨Demonstrate Change Management Skills
Since the role involves supporting organisational change, be ready to share examples of how you've successfully managed change in previous positions. Discuss your approach to overcoming resistance and ensuring stakeholder engagement.
✨Prepare Questions for Them
Have insightful questions ready to ask about their current challenges in talent development and how they measure success. This shows your genuine interest in the role and helps you assess if it's the right fit for you.