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Location: Birmingham or Leeds (near main train stations)

Travel: The postholder will be required to travel (expensed) to Canary Wharf once a month to attend a People team meeting. Occasional travel to other locations may also be required in line with business needs.

WFH policy: Employees are required to attend the office 2 days/week

Flexible working: Variety of flexible work patterns subject to line manager discretion e.g. Compressed 9-day fortnight.

Reports to: Chief People Officer

Deadline Note: We reserve the right to close the advert before the advertised deadline if there are a high volume of applications.

Role Summary

At LCCC we sit at the heart of accelerating net zero, and our people are at the heart of our success. The Head of Talent is responsible for the strategy for how we acquire, identify, develop and manage the talent we need to deliver our goals. They will ensure that we take an inclusive approach to everything we do, and that the Values are embedded in all of our ways of working to create a culture where our people can grow, succeed and thrive.

Reporting to the CPO, and partnering with the Head of People Partnering & Operations, and senior leaders, the Head of Talent will have responsibility for the following activities, and leadership of the teams that deliver the work.

• Strategic workforce planning – enabling a longer-term view of capability needs and plans to build, borrow, buy and deploy talent
• Talent Acquisition – strategies for how we attract, select and secure talent
• Learning & Development – approach to how we develop talent at all levels
• Performance Management – framework to drive a high-performance culture
• Talent Management – ensuring an action-oriented approach to talent and succession
• Diversity, Equity & Inclusion – ensuring DEI is threaded through everything we do
• Culture – embedding LCCC values in all of our ways of working
• Team leadership and development to enable delivery of the Talent agenda

Key Responsibilities

Strategic Workforce Plan

• Lead on strategic workforce planning for LCCC, working closely with the Head of People Partnering & Ops, Finance, and senior leaders
• Enable a longer-term, rolling view of capability needs and plans to build, borrow, or buy talent
• Ensure Talent activities are integrated with the strategic planning cycle
• Develop plans to ensure the organisation has the change capability to evolve and adapt to internal and external developments

Talent Acquisition

• Develop and deliver strategy to attract, select and secure talent
• Partner with Finance to establish, review and manage the headcount plan
• Oversee hiring performance ensuring roles are filled in line with the hiring plan
• Partner with TA Team and Internal/External Communications to ensure a strong employer brand and EVP
• Build hiring capability to maintain high standards as the organisation scales
• Direct management of director and non-executive director selection processes

Learning & Development

• Lead efforts to develop talent at all levels
• Ensure a robust learning offering with a focus on fundamentals including personal development discussions
• Further embed the 70:20:10 approach to learning
• Play a leading role in leadership and talent development and assessment
• Enable deployment of a coaching framework and methodology

Performance Management

• Owner of the framework to drive a high-performance culture and discerning performance assessments
• Work with senior leaders to ensure a robust and consistent approach to performance assessment
• Work with Reward Partner to ensure the right standards and behaviours are rewarded and recognised

Talent Management

• Drive an action-oriented approach to talent management and succession planning
• Directly lead Talent Review processes with the Executive Team and oversee cascades
• Lead development and implementation of progression framework and ensure a strong pipeline of future talent

Diversity, Equity & Inclusion

• Develop plans to ensure an inclusive approach in all activities
• Manage external partners/accreditation processes to progress DEI initiatives
• Partner with the broader People Team to view activity through the lens of inclusivity

Culture and Capability

• Embed LCCC values across the organisation
• Lead a hands-on team that delivers end-to-end talent initiatives and builds change capability
• Build strong relationships with senior leaders to secure delivery of the Talent agenda
• Act as a trusted partner to leaders and collaborate with Internal/External Communications on talent messaging

Skills Knowledge and Experience

• Demonstrable experience operating at a strategic level across all aspects of the Talent agenda (attraction, management, development, retention, performance management)
• Experience of strategic workforce planning
• Strong track record in senior attraction and selection, including executive search relationships
• Designing and delivering learning programmes, including leadership and talent development
• Ability to design frameworks that shift organisational performance
• Action-oriented talent management and succession planning
• Understanding of career progression frameworks and organisation design
• Experience as a Talent Scout identifying and nurturing talent
• Experience in early careers strategy and development
• Awareness of inclusive cultures and interventions that drive meaningful change
• Experience leading large-scale change and building change capability
• Strong leadership of People professionals with delivery focus
• Ability to zoom in and out to shape tomorrow's strategy while delivering today
• Creative problem solver with data-informed decision-making
• Strong stakeholder management and ability to navigate ambiguity
• Desirable: Psychometric tools, executive coaching, and non-executive director hiring experience
• Experience of broader People agenda (generalist/business partner)

Contract type: Permanent

Hours: 37.5

Salary: circa £95,000 depending on experience

Location: Birmingham or Leeds (near main train stations)

Travel: The postholder will be required to travel (expensed) to Canary Wharf once a month to attend a People team meeting. Occasional travel to other locations may also be required in line with business needs.

WFH policy: Employees are required to attend the office 2 days/week

Flexible working: Variety of flexible work patterns subject to line manager discretion e.g. Compressed 9-day fortnight.

Reports to: Chief People Officer

End note: This job posting may be closed before the advertised deadline if there is high application volume.