Talent Management Manager (18 month FTC/secondment)

The role

The Talent Management Manager is a subject matter specialist who will lead on one or more of the priority focus areas identified in the UK Talent Management Strategy, playing both a strategic thought leadership role, and partnering role with each LoS to support the effective implementation and improvement of how we execute our Talent Management strategy. Priority areas could include: Career Models, Talent MarketPlace, Promotion strategy, Enhancing Talent Review Groups, supporting how we identify new types of Talent and Talent Development action panels, in addition to inputting into the evolution of the UK Talent Management strategy. Note: this role focuses on internal talent only, talent acquisition and partner talent management is managed by other teams that this role will partner with.

Working alongside the Head of Talent Management and a Senior Manager this role will work with other Human Capital Centre of Excellence (CoE) Leaders and specialists and the Team Leaders/People Directors in each Line of Service (LoS). This role will also work closely with a Manager in the Talent Management Team.

The Talent Management team sits within the Talent, Development and Coaching CoE, that has been newly formed in March 2023. This team incorporates a professional coaching capability as well as the majority of the learning design, firmwide learning programmes and learning strategy capabilities. This team also partners closely with the Performance Management, Organisation Effectiveness, Inclusion & Diversity (I&D) and Strategic Workforce Planning teams. The team is currently three people.

Key Accountabilities:

• Previous experience managing the design and delivery of talent management initiatives
• Collaborate with CoEs and LoS on developing initiatives that are aligned with our Talent Management strategy and work with LoS People Consultants and Business Managers on execution and delivery of related Talent Management processes.
• Work alongside the LoS to understand their business, escalate challenges/opportunities, and provide specialist advice and support.
• Act as an SME across a range of Talent priorities including: Promotion strategy, Enhancing Talent Review effectiveness, Talent Identification methods and tools, Career Models, Talent MarketPlace solutions and driving accountability/action following talent identification.
• Support the execution of key processes and initiatives e.g. project management, guidance preparation/review, data preparation, google site management etc.
• Drive innovation based on industry trends, emerging technologies and best practices. Know where to source the latest thinking and translate this into PwC's context to inform our initiatives and ensure we have clear points of view on how to evolve our approach to Talent to be cutting edge.
• Understand what development interventions make the biggest impact for different types of talent and seek to find ways to enhance how we bring these development interventions to life for more of our Talent.
• Be open to participating in Talent Programmes either as an observer or facilitator/coach.
• Demonstrate a personal interest in the development of others.

Essential skills & experience:

• Previous experience managing the design and delivery of talent management initiatives
• Think strategically and align the talent management strategy with the overall business strategy. This requires the ability to analyse data, identify trends, and make informed decisions.
• The ability to motivate and inspire others, communicate effectively, and provide clear direction.
• Excellent communication skills to build relationships with stakeholders, including executives, managers, and employees. This requires the ability to listen actively, empathise, and communicate clearly and concisely.
• Strong analytical skills to analyse data related to talent management, identify trends, and make data-driven decisions. This also requires the ability to use analytics tools and interpret data.
• Manage change effectively, including implementing new talent management initiatives, processes, and technologies. This requires the ability to communicate change, build support, and manage resistance.
• Strong understanding of the business, including its strategy, goals, and objectives. This requires the ability to understand the financial implications of talent management decisions and to align talent management with business objectives.
• Creative thinking and dynamic problem solving to support strategy through to execution.
• Ability to look beyond what has been done before and to bring others along to build commitment and excitement across teams.
• Ability to work flexibly in a dynamic, complex, and rapidly changing organisation (combining BAU work, with projects etc.)
• Ability to demonstrate sensitivity to the competing pressures.
• Experience collaborating with SMEs, business stakeholders, and technology teams to improve processes and build a team embracing continuous improvement.