At a Glance
- Tasks: Lead and execute a comprehensive talent strategy to build high-performing teams.
- Company: Join a well-known global brand at a pivotal moment of transformation.
- Benefits: Opportunity for leadership visibility and influence across the organisation.
- Other info: Be part of a cross-functional team driving organisational growth and culture.
- Why this job: Shape the future of talent management in a dynamic, standalone company.
- Qualifications: 10+ years in HR or Talent Management with strong leadership experience.
The predicted salary is between 100000 - 150000 € per year.
Exciting opportunity with our client to help build global infrastructure and teams from the ground up. What makes this especially compelling is that you’re not just stepping into a role—you’re helping shape how the business operates moving forward, with real visibility and impact. It’s a chance to be part of a well-known global brand at a pivotal moment of transformation and growth.
Role Overview
The Senior Director of Talent is responsible for leading and executing the comprehensive talent strategy, ensuring the attraction, development, engagement, and retention of a high-performing workforce to support business growth and long-term success. The role will design and run the core talent agenda for the company, covering workforce planning, talent acquisition, succession, leadership development, and performance management. This leader will work closely with the VP P&C, HR Business Partners, and business leaders to translate strategy into practical talent priorities. In a complex carve-out environment, the role will also help stitch together talent processes, insights, and stakeholder needs into a coherent enterprise approach for leaders and employees.
Key Responsibilities
- Develop and own the enterprise talent strategy, culture agenda, and workforce planning approach, ensuring alignment to business goals, growth priorities, and the needs of the standalone organization.
- Own talent acquisition, including sourcing strategy, recruitment, assessment, and onboarding, to attract high-caliber talent across all levels of the organization.
- Lead succession planning for critical leadership and specialist roles, identifying, assessing, and developing future leaders to ensure a strong and diverse pipeline of internal talent.
- Own the definition, amplification, and deployment of the standalone company culture, translating desired behaviors and values into practical initiatives, communications, and leadership expectations.
- Design and oversee talent development programs, including leadership development, manager capability building, training initiatives, and career pathing, to foster continuous learning and long-term capability growth.
- Establish and manage performance management processes, including goal setting, performance reviews, calibration, and feedback mechanisms, to drive accountability, clarity, and high performance.
- Develop and execute employee engagement strategies, including recognition programs, culture initiatives, and communication plans, to support a positive, productive, and high-performing work environment.
Experience & Qualifications
- Minimum of 10 years of progressive leadership experience in Human Resources or Talent Management, including at least 5 years in a senior leadership role.
- Proven track record of developing and implementing successful talent strategies in a dynamic business environment.
- Strong understanding of core talent disciplines, including talent acquisition, talent development, performance management, employee engagement, succession planning, and workforce planning.
- Demonstrated experience leading and developing high-performing teams.
Goals
First 30 days
- Build an understanding of the organization's current talent priorities, organization structure, critical roles, and immediate hiring and succession risks.
- Meet key stakeholders across the P&C team, ELT, HRBPs, Talent Acquisition, HRIS, and People Data to understand current processes, pain points, and opportunities.
- Review existing talent programs, hiring activity, workforce plans, performance processes, and engagement approaches to identify immediate gaps and Day 1 priorities.
First 60 days
- Define the initial standalone talent agenda, including priorities across hiring, succession, culture, development, and performance management.
- Assess the effectiveness of current talent acquisition and onboarding processes and identify actions to improve quality, speed, and candidate experience.
- Stand up an initial talent dashboard and governance cadence for the VP P&C and ELT, covering key metrics, risks, and actions.
First 90 days
- Deliver a clear roadmap for the Year 1 talent strategy, including critical roles, succession priorities, culture actions, development initiatives, and key talent metrics.
- Launch or refine at least one priority intervention in each of the following areas: talent acquisition, succession/development, and employee engagement.
- Provide the VP P&C and ELT with a consolidated view of current talent risks, pipeline strength, and recommended actions to support business performance and growth.
What Makes This Opportunity Unique
- Stand-alone build: Play a defining role in shaping the talent strategy, culture, and leadership pipeline of a new standalone company.
- Enterprise impact: Influence how the organization attracts, develops, and retains talent across all major functions and geographies.
- Leadership visibility: Operate as a close advisor to the VP P&C and senior leadership team on high-priority organizational and workforce decisions.
- Cross-functional scope: Work across talent, culture, people analytics, HR operations, and business leadership to build an integrated approach to workforce performance.
- Platform for value creation: Help create the people and leadership foundation needed to support transformation, operational performance, and long-term growth in a complex industrial environment.
Senior Director,Talent in London employer: ZRG Careers
Join a dynamic and transformative global brand as a Senior Director of Talent, where you will have the unique opportunity to shape the talent strategy and culture of a new standalone company. With a strong focus on employee engagement, continuous learning, and leadership development, our company fosters a collaborative work environment that prioritises growth and innovation. Enjoy competitive benefits, a commitment to diversity, and the chance to make a significant impact in a pivotal moment of organisational change.
StudySmarter Expert Advice🤫
We think this is how you could land Senior Director,Talent in London
✨Tip Number 1
Network like a pro! Reach out to your connections in the industry and let them know you're on the lookout for opportunities. You never know who might have the inside scoop on a role that’s perfect for you.
✨Tip Number 2
Prepare for interviews by researching the company culture and values. Tailor your responses to show how your experience aligns with their talent strategy and how you can contribute to their growth.
✨Tip Number 3
Don’t just wait for job postings—be proactive! Reach out directly to hiring managers or HR teams at companies you admire. Express your interest and share how you can add value to their talent agenda.
✨Tip Number 4
Utilise our website to apply for roles. We’ve got a range of opportunities that could be a great fit for you, and applying through us gives you a better chance of standing out!
We think you need these skills to ace Senior Director,Talent in London
Some tips for your application 🫡
Tailor Your Application:Make sure to customise your CV and cover letter for the Senior Director, Talent role. Highlight your experience in talent strategy and leadership development, as these are key areas for us. Show how your background aligns with our goals and the unique challenges of this position.
Showcase Your Impact:When detailing your past roles, focus on the impact you've made. Use specific examples that demonstrate your ability to attract, develop, and retain talent. We want to see how you've shaped teams and cultures in previous positions, so don’t hold back!
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 professional achievements. Share your passion for talent management and how you envision contributing to our culture and growth.
Apply Through Our Website:For the best chance of success, make sure to apply directly through our website. This ensures your application gets to the right people quickly. Plus, it’s a great way to show your enthusiasm for joining our team at this exciting time!
How to prepare for a job interview at ZRG Careers
✨Know the Company Inside Out
Before your interview, dive deep into the company's mission, values, and recent developments. Understanding their current talent strategy and how it aligns with their business goals will help you articulate how your experience can contribute to their vision.
✨Showcase Your Leadership Experience
Prepare specific examples from your past roles that demonstrate your ability to lead talent strategies and develop high-performing teams. Highlight your successes in talent acquisition, succession planning, and employee engagement to show you’re the right fit for this pivotal role.
✨Ask Insightful Questions
During the interview, ask questions that reflect your understanding of the challenges they face in talent management. Inquire about their current talent processes and how they envision the new Senior Director of Talent shaping the culture and leadership pipeline.
✨Demonstrate Your Strategic Thinking
Be ready to discuss how you would approach building a comprehensive talent strategy from scratch. Share your thoughts on workforce planning, leadership development, and performance management, and how these elements can drive the company’s growth and transformation.
