Talent Manager

Talent Manager

Reporting to:
Head of HR, International

Division/ Team: HR

About us

Starr is a global insurance and investment organisation providing property and casualty insurance solutions to business and industry. Starr has grown into one of the world’s fastest‑expanding insurance organisations, writing business in 128 countries across six continents. Our talented and experienced associates manage risk and ultimately support the profitable growth of organisations in a dynamic, competitive and ever-changing marketplace. Join us and become part of our talented and passionate workforce.

Starr London

In London, Starr operates at the heart of the global specialty insurance market. Through our Lloyd’s platform and company market presence, we bring together deep underwriting expertise, strong broker relationships and meaningful capacity across a broad range of classes.

We work in close partnership with brokers and clients, combining data, insight and experience to respond quickly, cut through complexity and deliver clear, practical solutions. It’s a fast-moving environment, where responsiveness, clarity and consistency define how we meet the moment.

Role Purpose

Reporting to the Head of HR, International, the Talent Manager will play a key role in enhancing organisational capability through identifying and developing our talent pipeline. Working closely with colleagues across the global and regional HR teams, the individual will be responsible for building a detailed, evidence-based view of our talent populations, and working with senior managers across the business to support meaningful career progression within Starr.

The role requires a data-driven approach, combined with specialist knowledge of talent measurement and engagement. The Talent Manager will draw on their insight and knowledge of the organisation to contribute to our wider work on culture and diversity.

Key Responsibilities

• Delivering robust succession planning at senior levels and across critical roles within the International business, with an initial focus on UK & EMEA.
• Embedding Starr’s Talent Assessment Review (annual), such that we have a meaningful understanding of our talent population and overall profile, colleague development needs and implications for the ability of the business to deliver its strategy. Within this, driving a clear and well‑understood definition of potential vs performance, and equipping our senior managers with the data and tools to identify and develop potential in others;
  
  using psychometrics to assess and profile key populations.
• This includes contributing to the design and delivery of leadership programmes.
• Working with the L&D function to define solutions that bridge skill/ competency gaps, in addition to ensuring our talent populations a) access the L&D offerings that are available to them and align with their development plans and b) help ensure the L&D offerings are targeting populations where they have the most impact.
• Collaborating with colleagues across the HR function to deliver wider initiatives linked to culture e.g. engagement surveys and DEI.
• Playing a role in shaping our performance management approach.

• Partnering with internal and external stakeholders to manage effective programmes such as mentoring, coaching and sponsorship.
• Analysing and reporting on talent mobility.

Key Stakeholder Relationships

• Developing strong relationships with stakeholders across the International business to ensure alignment of views and delivery of outcomes.
• Partnering with the Talent Acquisition team to drive internal mobility, enhance succession strength and alignment with the external market.
• Building a strong partnership with the Learning and Development Team and the HR Business Partners to deliver an…