Talent Management Lead - LONDON - £700-£900 - 3-6 months

  • Location

    London, England

  • Sector:


  • Job type:


  • Salary:

    £700 - £900 per day

  • Contact:

    Jack Webster

  • Contact email:


  • Job ref:


  • Published:

    about 1 year ago

  • Duration:

    3 months

  • Expiry date:


  • Start date:


Talent Management Lead - LONDON - £700-£900 - 3-6 months

Talent Management Lead - LONDON - £700-£900 - 3-6 months

The work location is in Paddington, LONDON and is a 3 - 6 months contract.

The pay rate on offer is between £700 - £900 per day.

The role is working for a well established, multi-national retailer and specialises in clothing, home and luxury product.

Enabling leaders to UNLOCK THE POWER OF OUR COLLEAGUES by having the best talent, leaders, environment and culture to drive growth by:

  • Developing and executing a cohesive talent strategy for Stores and Property ensuring both process and practice is consistently applied and deliver the right outcomes
  • Working with CoEs and Talent Partners to ensure best practice and practical solutions are fully embedded
  • Creating a Stores and Property talent plan to address build capability and address gaps and opportunities

Key accountabilities of the role include:

Leadership & Business Partnering

  • Works directly with a range of internal stakeholders and across the organisation to ensure a cohesive talent and development strategy is being fully executed for Stores & Property that will maximise company and colleague change readiness and adoption
  • Leads on opportunities to drive change through digital solutions, highlighting these to the stakeholder to drive a greater level of embedding process and practice
  • Is relevant and innovative in their HR expertise through keeping abreast of HR trends and practices, specifically around developments in talent management and diversity and inclusion.

Talent Strategy

  • Supports the Head of Talent and Development Stores and Property to evolve the Talent Management approach, to align our Stores & Property Talent Strategy to our overall Stores & Property strategy and Enterprise-wide Talent Management Strategy
  • Delivers an integrated talent agenda to secure a healthy leadership pipeline allowing Stores & Property to be able to execute on the overall strategic agenda.
  • Shapes and operationalises the approach to identifying, developing, managing and retaining our High Potential Talent pipeline
  • Utilises Talent Analytics to understand trends and identifies approach and direction for the team.

Talent Execution

  • Delivers the framework for the enterprise wide talent programmes while influencing that it is relevant for Stores & Property. Partners closely with the Senior HR Business Partners, Talent Partners and CoEs to ensure that we embed our approach across Stores & Property and that it delivers on desired outcomes
  • Supports world class talent management practice for Stores and Property to ensure that as a minimum we have bench-strength/pipeline talent in all competitive advantage roles
  • Ensures that our career paths are fit for purpose for the next 5-10 years of retailing in a multi-channel world
  • Works closely with the Talent and Development CoE to ensure that high potential programmes and practice are fit for purpose for Stores and Property
  • Contributes insights and ideas to drive excellence in Talent Management ensuring that the solutions created by the Talent Management CoE enables business and talent objectives for Stores & Property.
  • Operationalises strategies, processes and direct implementation of the initiatives required to drive successful talent management practices and bring this to life in our Stores & Property

Succession and Bench Strength

  • Embeds the right talent processes to ensure a fit for future organisation where succession management is a priority for all leaders to create a strong pipeline, both internally and externally.
  • Aligns with the Talent Acquisition team to strategically hire for our succession gaps.
  • Works closely with Talent Partners and Senior HR Business Partners to build succession bench strength for Store/Property Leadership positions and critical roles

Diversity and Inclusion

  • Partners with the Talent Management CoE to set the strategic direction for Stores & Property aligned to the overall D&I strategy
  • Operationalises our strategy for establishing a more diverse workforce that better represents the communities in which we operate, as well as ensuring we continue to promote an inclusive culture
  • Champions and leads the development of Diversity and Inclusion interventions to ensure that we create an inclusive workplace that reflects the communities that we serve.
  • Ensures the client's way and their key behaviours are truly embedded into our stores and form a key part of our D&I approach
  • Ensures the colleague voice in store is heard and acted upon to ensure change is achieved is an engaging and motivating way - hearts & minds

Key measures & KPIs

  • Talent Management and Talent selection practice and strategies
  • Understands the levers in developing talent and potential
  • Excellent communication and stakeholder management skills at a senior level
  • Effective business partnering demonstrating the right level of challenge and influence at senior level to drive results
  • Commercial acumen and understanding of the operational levers which drive success in the organisation
  • Ability to work at pace and with agility
  • Strong analytical skills to use data to identify trends and to influence and drive corrective action
  • Excellent project management and planning skills