Talent & Development Lead

Reports to: Chief People Officer

Direct Reports: Talent Acquisition Partner; Talent & Development Assistant

Overall Objectives of Role:

• To lead and deliver the Group’s talent, learning and development agenda, aligning people capability with the delivery of wider business and HR objectives.
• To enhance leadership, management and organisational capability, ensuring Thomas Miller continues to attract, develop and retain high-quality talent.
• To support leaders, managers and teams through organisational and business change, helping them navigate transition, strengthen performance and build organisational agility.

Main Responsibilities:

Learning & Development

• Adapt and evolve the Group’s learning and development framework to support the wider business and people strategy.
• Ensure learning and development needs are effectively identified, prioritised and delivered in a cost-effective and impactful manner across the Group.
• Oversee the Group’s Corporate Induction programme and ensure employees are equipped to contribute effectively from the outset of their employment.
• Support the ongoing development of digital, data and AI skills across the Group, ensuring learning provision evolves in line with emerging technologies and business requirements.
• Implement and maintain the Group’s online learning platform (currently going through a procurement process), ensuring content, usage and learning outcomes continue to meet business needs.
• Monitor and evaluate learning activity across the Group, producing regular management information and recommendations for improvement.
• Manage the Learning & Development budget to ensure effective allocation of resources and value for money.
• Lead the Group’s performance review process, including the ongoing development and application of the culture and behaviours framework.
• Support the development and ongoing enhancement of career progression pathways, talent management and succession planning processes, helping to build organisational capability and diverse future talent pipelines
• Together with HRBPs, facilitate talent and succession review discussions, supporting leaders to identify and develop key talent, agree development priorities.
• Support the ongoing development of leadership and management capability across the Group, including through coaching and talent and leadership development initiatives aligned to business priorities.
• Promote a culture of continuous learning, development and career growth aligned to business priorities.

Organisational Effectiveness & Change Capability

• Partner with leaders and managers to build the capability, confidence and behaviours required to lead teams effectively through organisational and business change, helping them adapt to new structures, priorities, technologies and ways of working.
• Design and facilitiere interventions that strengthen team effectiveness, collaboration, accountability and organisational performance.
• Support the people and organisational aspects of restructuring, integration, growth, transformation and change initiatives across the Group.
• Support leaders in embedding new ways of working and organisational priorities, strengthening organisational capability and agility across the Group.

Diversity, Equity & Inclusion

• Support the development, implementation and ongoing evolution of the Group’s diversity, equity and inclusion agenda, aligned to business priorities, ESG commitments and organisational values.
• Coordinate and monitor DEI initiatives across the Group, working with HR colleagues, the DEI forum and business leaders to support delivery, measure progress and identify opportunities to strengthen inclusion and representation.
• Support the further integration of DEI considerations into key people processes, including recruitment, talent management, succession planning and leadership development and performance management.
• Promote inclusive leadership and inclusive people practices across the Group, ensuring leaders are equipped to create high-performing and inclusive team environments.

Recruitment

• Support the Talent Acquisition Partner in delivering efficient and effective end-to-end recruitment processes across the Group.
• Champion direct hiring approaches and support initiatives that improve recruitment quality, candidate experience and cost efficiency.
• Work with leaders to understand workforce and capability requirements and support recruitment strategies aligned to business needs.
• Support recruitment activity associated with organisational change, growth and business transformation initiatives.
• Manage, mentor and develop the Talent & Development Assistant and Talent Acquisition Partner, fostering a high-performing, customer-focused and proactive service culture.
• Build strong relationships across the Group and act as a trusted partner to leaders, managers and HR colleagues.

Person Specification:

• Broad experience in talent, learning and development and organisational effectiveness and exposure to recruitment.
• Experience of leadership development, talent management, succession planning and performance management.
• Experience supporting leaders and teams through organisational change.
• Understanding of diversity, equity and inclusion and its application across people processes.
• Strong stakeholder management, influencing, communication and facilitation skills.
• Commercially minded, pragmatic and able to translate business priorities into effective people solutions.
• Strong planning and organisational skills, with a collaborative approach and the ability to build effective relationships across the business.
• Coaching experience and/or a coaching qualification, together with accreditation as an Insights Discovery Practitioner, would be advantageous but are not essential.

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