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- Tasks: Drive performance and development initiatives while collaborating with managers and teams.
- Company: Join Perkbox, a dynamic company redefining employee benefits and wellbeing.
- Benefits: Enjoy a supportive work environment with opportunities for growth and development.
- Why this job: Make a real impact on employee engagement and performance in a fast-paced setting.
- Qualifications: Experience in HR or Talent roles, with strong facilitation and coaching skills.
- Other info: Be part of a team that values inclusivity and personal development.
The predicted salary is between 36000 - 60000 £ per year.
The Talent Development Partner plays a pivotal role in strengthening manager capability, embedding high performance standards, and accelerating employee development across Perkbox. Reporting to the Head of Talent & Employee Development, this role combines performance delivery, manager enablement and employee engagement execution. You will work closely with managers, SMT and the wider People team to ensure performance expectations are clear, development is purposeful, and engagement initiatives translate into meaningful action.
Operating in a fast-paced, performance-focused environment, you will own the day-to-day delivery of performance and development frameworks while supporting the coordination of engagement and communication initiatives. This is a visible, relationship-led role that requires confidence, organisation and commercial awareness. This role is particularly suited to someone who has built a strong foundation in HR or People and is looking to deepen their expertise in performance, capability and development within a scaling, impact-driven business.
Key Responsibilities- Performance & Capability
- Own the operational delivery of the performance cycle (OKRs, reflections, timelines and completion tracking)
- Drive consistency and quality in performance conversations across the business
- Support early performance interventions, equipping managers with practical tools and confidence
- Embed meaningful 1:1 practices and development planning standards
- Monitor performance data trends and flag risks or inconsistencies
- Manager & Development Enablement
- Deliver manager enablement workshops focused on feedback, accountability and development conversations
- Support rollout and adoption of career and skills frameworks
- Curate practical development pathways aligned to business priorities
- Ensure learning initiatives drive measurable behaviour change
- Evaluate effectiveness and continuously improve programmes
- Employee Lifecycle & Standards
- Own delivery and improvement of induction experiences
- Embed clear probation standards and support manager checkpoints
- Ensure new starters are set up for performance clarity and early success
- Identify and elevate lifecycle risks impacting performance or retention
- Engagement & Communication
- Coordinate the engagement survey cycle (timelines, comms, tracking)
- Support SMT follow-through on engagement action plans
- Draft and manage core internal communications
- Support recognition embedding aligned to behavioural standards
- Coordinate Culture Champions activity in alignment with strategic direction
- Collaboration & Stakeholder Partnership
- Act as a credible partner to managers and SMT on performance and development matters
- Work closely with People Operations to ensure accurate reporting and process consistency
- Collaborate with the Senior Consultant (engagement strategy) to ensure alignment between performance and engagement activity
- Contribute to strengthening the overall People operating model
- Experience in HR, People, Performance or Talent roles within a fast-paced business
- Strong understanding of performance management processes and manager accountability
- Experience supporting or delivering development and enablement initiatives
- Confidence working directly with managers and senior stakeholders
- Strong facilitation and coaching capability
- Comfortable using data to identify trends and inform action
- Highly organised, delivery-focused and commercially aware
- Experience operating in a performance-oriented or scaling environment
- Exposure to career frameworks or capability mapping
- L&D, HR or coaching qualification
- Experience coordinating engagement survey processes
Why Perkbox? In 2025, Perkbox and Vivup came together under one name: the new and evolved Perkbox. We joined forces to create something bigger and better – a single, unified platform built to care for, connect with, and celebrate employees in all areas of life. With more than 20 years of combined experience across public, private, SME and corporate sectors, we’re now supporting over 4 million employees across 7,500 organisations. From access to expert mental health services to help with the cost of everyday essentials, our expanded range of benefits and wellbeing tools meets people where they are – at work and beyond. Together, we’re redefining what employee benefits can be. And we’re just getting started.
The Interview Process
Our Interview Process Involves 3 Main Stages:
- Short call with a member of the TA team
- 30-minute video call with Hiring Manager and one other team member
- Final Interview and task with two members of the team
Talent Development Partner in London employer: Vivup
Contact Detail:
Vivup Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Development Partner in London
✨Tip Number 1
Get to know the company culture before your interview. Check out Perkbox's social media and website to see what they're all about. This will help you tailor your answers and show that you're genuinely interested in being part of their team.
✨Tip Number 2
Practice your responses to common interview questions, especially those related to performance management and employee development. We want you to feel confident and ready to showcase your skills and experience!
✨Tip Number 3
Don’t forget to prepare some thoughtful questions for your interviewers. This shows that you’re engaged and serious about the role. Ask about their performance frameworks or how they support manager enablement – it’ll impress them!
✨Tip Number 4
Follow up after your interview with a thank-you email. It’s a simple way to express your appreciation and reiterate your interest in the role. Plus, it keeps you on their radar as they make their decision!
We think you need these skills to ace Talent Development Partner in London
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter to highlight your experience in HR, performance management, and employee development. We want to see how your skills align with the role of Talent Development Partner!
Showcase Your Achievements: Don’t just list your responsibilities; share specific examples of how you've driven performance improvements or facilitated manager enablement. We love seeing measurable outcomes that demonstrate your impact!
Be Authentic: Let your personality shine through in your application. We value authenticity and want to get a sense of who you are beyond your qualifications. Share your passion for talent development and how it aligns with our mission.
Apply Through Our Website: For the best chance of success, make sure to submit your application through our website. This helps us keep everything organised and ensures your application gets the attention it deserves!
How to prepare for a job interview at Vivup
✨Know Your Stuff
Before the interview, dive deep into the role of a Talent Development Partner. Familiarise yourself with performance management processes and how they apply to the business. Being able to discuss specific frameworks or initiatives you've worked on will show your expertise and confidence.
✨Showcase Your People Skills
This role is all about relationships, so be ready to demonstrate your ability to connect with managers and senior stakeholders. Prepare examples of how you've facilitated workshops or coaching sessions that led to measurable improvements in performance or engagement.
✨Be Data-Savvy
Since the role involves monitoring performance data trends, come prepared to discuss how you've used data in previous roles. Think about specific instances where you identified trends and took action to improve performance or retention rates.
✨Engagement is Key
Understand the importance of employee engagement and be ready to share your thoughts on effective strategies. Discuss any experience you have with engagement surveys and how you've helped implement action plans based on feedback. This will show that you can contribute to creating a positive workplace culture.