Talent Management Lead

Talent Management

The Talent Management Lead is responsible for designing, delivering and continuously improving the firm's talent management process and programs to identify and accelerate critical talent pipelines across the Firm. The role takes ownership of approach to building robust Talent pipelines for key roles across the Firm through designing firmwide capability frameworks, defining the approach to identify key talent, succession planning, and leadership development initiatives.

• Lead the design and delivery of the firm's talent management approach, including talent management processes (e.g. talent assessment, talent reviews & succession planning, high-potential identification..) and programs (e.g. Trainee / Early career development programs).
• Working with key stakeholder re-define the Firms "future lawyer" and Business Teams capability model, ensuring that they are future proof to support Firm strategic objectives (including impact of AI). Ensuring that the model is integrated across all relevant parts of the employee lifecycle.
• Own the approach and design of assessment methodology in line with future capability models to be used for both external recruiting and internal assessment.
• Ensuring all Talent processes and programs are anchored in developing accelerated talent pipelines for critical capabilities and roles.
• Partner with the Director of Talent Acquisition and Talent Management and Heads of HR to ensure consistent application of Talent processes across all practices and functions globally.
• In collaboration with Learning, design and manage firmwide leadership / hi-potential development programs, working with external providers and internal subject matter experts as appropriate.
• Use talent data and analytics to identify trends, capability gaps and development priorities, translating insights into actionable recommendations for senior stakeholders.
• Track ROI and progress against talent plans, reporting regularly to the Director of Talent Acquisition and Talent Management and adjusting approaches where needed.
• Own the redesign of the Firms Onboarding experience create a world class experience for new joiners that reduces time to productivity and early attrition

Own the end-to-end strategy and delivery of the firm's multi-stage leader development programs, ensuring there are accelerator programs at key stages of development to build the Firms required future leadership talent (eg Early, Mid and senior).

• Ensure a world-class approach to early career programs, including graduate recruitment, trainee development, apprenticeship schemes and internship/vacation scheme programs.
• Partner with key stakeholders across the relevant to ensure all program design elements and development interventions and created to inline with program and talent outcomes.
• Oversee the design and continuous improvement of early careers onboarding, induction and development programs, ensuring a consistently high-quality experience for all early career joiners.
• Monitor program metrics - including retention, performance, diversity and progression data - and use insight to drive improvements and report outcomes to senior stakeholders.
• Ensure compliance with relevant regulatory and professional requirements for early careers programs, including Solicitors Regulation Authority (SRA) training requirements where applicable.

Build and maintain strong relationships with senior business leaders, HR Managers and Centres of Excellence to ensure talent management and early careers activities are embedded across the firm and well understood by the business.

• Act as a trusted adviser to business stakeholders on talent and early careers matters, providing clear, evidence-based and commercially grounded recommendations.
• Lead and contribute to firmwide and UK HR projects, particularly those with a talent, learning, or pipeline development focus.
• Support the preparation of materials, presentations and briefing documents for senior stakeholder meetings, talent reviews and Board-level reporting as required.
• Feed talent insights into UK and global succession planning processes to support the identification of critical roles and future leaders.

Ensure adherence to HR policies and procedures, and contribute to the development and refinement of policies relating to talent management and early careers.

• Develop and document talent management and early careers methodologies, processes and best practice guidance for use across the People function.
• Gather feedback