At a Glance
- Tasks: Lead and execute a comprehensive talent strategy to shape the future of a global brand.
- Company: Join a well-known global brand at a pivotal moment of transformation.
- Benefits: Opportunity for leadership visibility and impact in a dynamic environment.
- Other info: Unique chance to influence talent strategies across all functions and geographies.
- Why this job: Be a key player in building a high-performing workforce and culture.
- 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 Management 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 Management in London employer: ZRG Careers
Join a dynamic and transformative global brand as a Senior Director of Talent Management, 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 and a supportive culture that empowers you to make a significant impact on the organisation's success while advancing your career in a pivotal role.
StudySmarter Expert Advice🤫
We think this is how you could land Senior Director,Talent Management in London
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
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Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at ZRG Careers!
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✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at ZRG Careers.
We think you need these skills to ace Senior Director,Talent Management in London
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at ZRG Careers. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to ZRG Careers and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at ZRG Careers. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to ZRG Careers's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at ZRG Careers
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with ZRG Careers.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at ZRG Careers will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact ZRG Careers and how you would contribute to adapting HR strategies.
