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 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 Slough 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. Our commitment to employee growth is reflected in our comprehensive development programmes and a collaborative work culture that values innovation and engagement. With a focus on meaningful impact and leadership visibility, this role offers a platform for you to drive significant change and contribute to long-term success in a supportive environment.
StudySmarter Expert Advice🤫
We think this is how you could land Senior Director,Talent in Slough
✨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. A personal recommendation can go a long way in landing that dream role.
✨Tip Number 2
Prepare for interviews by researching the company and its culture. Understand their talent strategy and think about how you can contribute to shaping it. Show them you’re not just a fit, but the perfect fit!
✨Tip Number 3
Practice your pitch! Be ready to articulate your vision for talent management and how you can drive engagement and performance. Confidence is key, so rehearse until it feels natural.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing familiar faces from our community making waves in the job market.
We think you need these skills to ace Senior Director,Talent in Slough
Some tips for your application 🫡
Tailor Your Application:Make sure to customise your CV and cover letter to reflect the specific skills and experiences that align with the Senior Director of Talent role. Highlight your leadership experience in talent management and how it relates to the exciting opportunity at our client.
Showcase Your Impact:When detailing your past roles, focus on the tangible results you've achieved. Use metrics and examples to illustrate how you've successfully developed talent strategies or improved workforce performance—this will resonate well with us.
Be Authentic:Let your personality shine through in your application. We want to see who you are beyond your qualifications. Share your passion for talent development and how you envision contributing to a new standalone company culture.
Apply Through Our Website:For the best chance of being noticed, make sure to submit your application through our website. This way, we can easily track your application and ensure it reaches the right people in our team.
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 priorities and how they align with your experience will help you articulate how you can contribute to their goals.
✨Showcase Your Strategic Thinking
As a Senior Director of Talent, you'll need to demonstrate your ability to develop and execute comprehensive talent strategies. Prepare examples from your past where you've successfully led talent acquisition, succession planning, or performance management initiatives that resulted in measurable outcomes.
✨Engage with Key Stakeholders
Highlight your experience in collaborating with various stakeholders, such as HR Business Partners and senior leadership. Be ready to discuss how you've built relationships and translated strategic objectives into practical talent priorities in previous roles.
✨Prepare for Scenario-Based Questions
Expect questions that assess your problem-solving skills in complex environments. Think of scenarios where you've had to stitch together talent processes or address immediate hiring and succession risks, and be prepared to share your thought process and outcomes.
