Senior Manager, Human Capital & Talent Strategy

This is a senior client-facing role, sitting at the heart of our People & Organisation practice. You will be deployed directly with clients — working alongside their executive teams to solve their most complex human capital challenges, redesign how their organisations are structured and run, and build the talent capabilities that will sustain long-term performance.

You will represent our practice externally, shaping client relationships, leading engagements, and translating deep expertise into outcomes that matter. This role demands equal strength in strategic thinking and stakeholder management — someone who can command a room with a CHRO as confidently as they can structure an operating model or facilitate a leadership engagement. You will bring a strategic mindset to the practice and clients as well as be comfortable in the adoption of technology and AI.

You are comfortable building relationships with clients to solve their human capital challenges.

• Serve as the primary day-to-day client contact across human capital engagements, building trusted advisor relationships at a senior and C-suite level.
• Lead client workshops, steering committee presentations, and executive briefings — translating complex analysis into clear, compelling narratives.
• Manage client expectations, scope, and delivery quality across concurrent engagements.
• Identify opportunities to deepen and extend client relationships, contributing to account growth and new mandate development.

• Lead target operating model design engagements from current-state diagnostics through to future-state design and implementation roadmaps.
• Advise clients on organisational structures, spans and layers, role architecture, and governance frameworks that align to their strategic direction.
• Produce high-quality deliverables including design principles, Target Operating Model blueprints, and role accountability matrices.
• Translate operating model decisions into tangible operational processes — ensuring new ways of working are practical, embedded, and measurable.
• Build client-ready playbooks, governance toolkits, and implementation guides that drive adoption and accountability.

• Shape a clients HR transformation journey by defining their future HR operating model, service delivery approach, organisation structure and capabilities required to support the business strategy.
• Understand the end-to-end HR capability landscape by bringing strong knowledge across areas such as talent, workforce planning, learning, performance, rewards, employee experience, HR operations and people analytics.
• Connect HR operating model to technology by understanding how platforms such as Workday and SAP Success Factors and emerging AI solutions to enable HR processes, employee experience, automation and data-driven decision-making.

• Co-design enterprise talent strategies with clients — covering workforce planning, talent segmentation, critical role identification, and capability frameworks.
• Lead talent review and calibration processes, supporting clients to make better, more consistent decisions about their people.
• Advise on succession planning, leadership pipeline health, and strategic workforce planning tied to business transformation agendas.

• Lead complex change programmes by shaping and driving the change strategy for large transformations, covering stakeholder alignment, change impact, adoption, communications and business readiness.
• Design learning and capability solutions, translating new processes, technologies and ways of working into practical learning journeys, role-based training, leadership development and on-the-job…