Talent and Performance Development Manager

Manager - Performance Development Role & responsibilities This role will work alongside T&PD, HR, communication, learning and OEH colleagues to ensure the successful delivery our firmwide performance development cycle. Detailed roles & responsibilities include: Contribute to the strategy, design, scoping and project management of activities to continuously improve our firmwide performance development and talent management offerings: Research external and thought leader best practice and latest thinking on performance development Analyse current state, including seeking feedback from stakeholders, analysing data for trends and insights, reviewing and documenting as-is processes Develop ideas and solutions with an understanding of both the strategic and tactical benefits for short, medium and longer term continuous improvements · Manage consultations of new initiatives/ changes to ways of working and processes with senior stakeholders, HR, Performance Leaders, Performance Managers and colleagues · Produce governance packs for approval · Manage implementation of new initiatives/changes, including setting up and maintaining project plans, documenting new /updated process, and stakeholder management and engagement · Engage stakeholders in the firmwide performance development cycle, with a focus on Balanced Score Card for Partners and Directors. Plus including how these interact with Quarterly Conversations, Year End and Goal Setting activity, and Performance Manager upskilling: · Design new communications, guidance, engagement campaigns and processes, considering different learning styles and accessibility needs · Design and deliver live (in person) briefings and updates on performance development topics to colleagues, PMs, HR, and senior stakeholders, with participation ranging from 5-1000 attendees · Produce materials and templates for use by HR within their business areas, to increase efficiency and improve consistency in performance development activity across the firm · Ensure the performance development content on Connect is kept relevant, refreshed and current · Manage HR taskforce groups, keeping the group engaged, agreeing forward schedule of topics, capturing notes and sharing information · Maintain, contribute to, and participate in evidence collation for T&PD governance commitments and regulatory requirements, including QC1000 requirements · Work with our data team to make best use of the data we collect to identify improvements and efficiencies, and evidence the impact and benefits of our work · Leverage our corporate tools, including AI and WalkMe, to optimize the colleague and Performance Manager experience through the performance development cycle · Responding to escalated performance development related queries from HR teams, People Centre, People Analytics, Risk, Finance, Salary & Benefits, Performance Leaders, and other member firms · Ad hoc issue resolution, including identify actions to take and tracking down solutions Experience · 11 – 13 years of Experience of working in talent and/or performance development practices either within a HR/People Team function or as part of services delivered to clients · External/market awareness and understanding of relevant industry trends and challenges in the talent and performance development space · Experience of managing stakeholder engagement activities, including producing communication and guidance materials · Experience of designing and rolling out long-term, large-scale Talent or Performance Development programs, policies and frameworks. Skills required · Graduate/Post-graduate with a degree in HR/Operations domain from reputed university · Critical to this role is the ability to influence and build partnerships with multiple stakeholders at all levels (e.g., Heads of HR, other HR CoEs, HRBPs, Performance Leaders, Performance Managers). · A good degree of IT proficiency, including Microsoft Excel, PowerPoint, Word, SuccessFactors or equivalent HR system · Excellent verbal and written communication skills including leading presentations, project workstreams, contributing to the preparation of comprehensive reports, presentations and action plans. Able to build a ‘story’ using data insights. · The ability to produce high quality and engaging communication and guidance materials, tailored to the audience and different learning styles and accessibility requirements · Strong project management skills, with the ability to forward plan, define pragmatic solutions and manage multiple priorities · Excellent data analytics capability, using data to inform and evaluate talent and performance development initiatives. · Ability to thrive in a fast-paced working environment, with the ability to manage multiple deliverables simultaneously and adapt according to changing business demands · The ability to be proactive and use initiative: to see what needs to get done and getting it done · Ability to exercise good judgement in a variety of situations · Ability to build strong internal networks quickly · Strong drive and resilience, able to work under pressure to tight deadlines and handle ambiguity effectively · Flexible, consultative, and highly collaborative approach · Demonstrable commitment to on-going personal development · Contribute to the strategy, design, scoping and project management of activities to continuously improve our firmwide performance development and talent management offerings: · Research external and thought leader best practice and latest thinking on performance development · Analyse current state, including seeking feedback from stakeholders, analysing data for trends and insights, reviewing and documenting as-is processes · Develop ideas and solutions with an understanding of both the strategic and tactical benefits for short, medium and longer term continuous improvements · Manage consultations of new initiatives/ changes to ways of working and processes with senior stakeholders, HR, Performance Leaders, Performance Managers and colleagues · Produce governance packs for approval · Manage implementation of new initiatives/changes, including setting up and maintaining project plans, documenting new /updated process, and stakeholder management and engagement · Engage stakeholders in the firmwide performance development cycle, with a focus on Balanced Score Card for Partners and Directors. Plus including how these interact with Quarterly Conversations, Year End and Goal Setting activity, and Performance Manager upskilling: · Design new communications, guidance, engagement campaigns and processes, considering different learning styles and accessibility needs · Design and deliver live (in person) briefings and updates on performance development topics to colleagues, PMs, HR, and senior stakeholders, with participation ranging from 5-1000 attendees · Produce materials and templates for use by HR within their business areas, to increase efficiency and improve consistency in performance development activity across the firm · Ensure the performance development content on Connect is kept relevant, refreshed and current ·· Manage HR taskforce groups, keeping the group engaged, agreeing forward schedule of topics, capturing notes and sharing information · Maintain, contribute to, and participate in evidence collation for T&PD governance commitments and regulatory requirements, including QC1000 requirements · Work with our data team to make best use of the data we collect to identify improvements and efficiencies, and evidence the impact and benefits of our work · Leverage our corporate tools, including AI and WalkMe, to optimize the colleague and Performance Manager experience through the performance development cycle · Responding to escalated performance development related queries from HR teams, People Centre, People Analytics, Risk, Finance, Salary & Benefits, Performance Leaders, and other member firms · Ad hoc issue resolution, including identify actions to take and tracking down solutions Experience · 11 – 13 years of Experience of working in talent and/or performance development practices either within a HR/People Team function or as part of services delivered to clients · External/market awareness and understanding of relevant industry trends and challenges in the talent and performance development space · Experience of managing stakeholder engagement activities, including producing communication and guidance materials · Experience of designing and rolling out long-term, large-scale Talent or Performance Development programs, policies and frameworks. Skills required · Graduate/Post-graduate with a degree in HR/Operations domain from reputed university · Critical to this role is the ability to influence and build partnerships with multiple stakeholders at all levels (e.g., Heads of HR, other HR CoEs, HRBPs, Performance Leaders, Performance Managers). · A good degree of IT proficiency, including Microsoft Excel, PowerPoint, Word, SuccessFactors or equivalent HR system · Excellent verbal and written communication skills including leading presentations, project workstreams, contributing to the preparation of comprehensive reports, presentations and action plans. Able to build a ‘story’ using data insights. · The ability to produce high quality and engaging communication and guidance materials, tailored to the audience and different learning styles and accessibility requirements · Strong project management skills, with the ability to forward plan, define pragmatic solutions and manage multiple priorities Experience Level Mid Level