Talent Development Partner

The Talent Development Partner

This remote role reports to the Head of Talent and Engagement and supports welcomes Break Talent programmes such as Futures Stars, BREAKthrough High Potential and Career Path, leadership education, OKR setting, and performance reviews. The Partner designs and implements the Leadership development calendar, runs the High Potential programme, manages new starter training, develops learning programmes for Vantage Court, and measures effectiveness of all L&D programmes.

Responsibilities

• Design and implement the Leadership development calendar.
• Coordinate and facilitate the High Potential programme from assessment centre to graduation.
• Work with the RODs to identify potential delegates for the HiPo programme.
• Arrange the High Potential course calendar (including group courses and projects).
• Facilitate / arrange the facilitators for the group courses.
• Provide guidelines for the projects - including success criteria and deadlines.
• Meet the High Potential delegates regularly to review progress on projects and the Programme.
• Identify delegates who are struggling to complete the programme and manage effectively.
• Working with the RODs manage the High Potential graduations for successful delegates.
• Work with the Head of People - VC to design tools for the High Potentials at Vantage Court.
• Organise and take ownership for new starter training plans including new Site Leader and ASOM induction programmes.
• Work with the Regional Ops Directors to understand any development programmes required for SOM and ASOM roles.
• Work with Head of People - VC to develop and implement a programme of learning for the Vantage Court Team.
• Introduce the Management development at Vantage Court including Drive training, Leadership skills, and soft skills courses.
• "Critical skills" development to support the effective delivery of PDP's in the organisation.
• Assist in the management of the Goal Setting and Development review process, ensuring the forms are launched in a timely manner.
• Assist in implementing the Succession management process with the People Business Partners and the Head of Talent and Engagement.
• Measure the effectiveness of all learning and development programmes.
• Monitor and report training data and statistics.
• Focus on improving learning and development programmes.

Key stakeholders

• Head of Talent & Engagement
• People Director
• Head of People - VC
• Head of People - Ops
• Regional Operations Directors
• People Business Partners

Performance measures

• High Potential Management performance - graduations.
• Uptake on Management development programmes.
• Training stats.
• Management internal succession % v external recruitment %.