Talent and Learning Manager

Kleinwort Hambros; London; On-site; GBP 40,000 - 80,000

Job description

Reference 25000016

Responsibilities

• Talent Management and Succession
• Manage the Annual Talent Management campaign in conjunction with the TAD (local, regional & global) & HRBP teams
• Manage reporting/analysis around UK Talents to the wider HR community and Paris TAD team
• Manage the D-Pack (or equivalent) campaign with regional HRBP's & relevant business stakeholders
• Support Head of TAD with identifying and building future pipelines for talent & Corporate University programmes in collaboration with HRBP's & key business stakeholders
• Partner with TAD & HRBP colleagues to broaden & deliver a talent development offer for talents across BU/SU's for the region
• Support Talent cohorts on an ongoing basis throughout any development initiatives and beyond as appropriate in conjunction with HRBP's
• Work with HRBP's & key business stakeholders to define, deliver & embed a framework to embed good talent management practices which support our talent pipeline & increase visibility across the business (networking/mentoring/communities) etc
• Manage the talent development offer working closely with the Paris & regional TAD teams to ensure alignment with global strategy as well as the UK HRBP teams and business stakeholders to reflect local needs
• Support any Apprenticeship initiatives relevant for the UK platform as part of overall talent

Learning and Development:

• Independently represent the UK on forums related to the Global roll-out of the new SG University, to co-design a Global platform which meets the skill learning requirements for the UK. This could include input into system enhancements / adaptations, learning programme offerings, inputting into skill assessments, role and pathway reviews, and being the primary liaison with senior leaders in HQ Paris into wider UK HR and the business
• Leading on UK Strategic Workforce Planning - reskilling the UK workforce by leading efforts to identify gaps and upskill employees with emerging and future skills. This would require partnership with external providers, market reviews, and gaining insights – such as FSSC– to leverage best practice, design the approach for the UK, and deliver this alongside the business and wider HR
• Working in collaboration with the Engagement and Employee Experience Manager to review Engagement results and create strategy to address key challenges, notably relating to career planning and pathways. Once defined, building the learning offering based on future skills, in conjunction with both the Global strategic roadmap and local UK needs; strategically applying these into one solution
• Embedding the 70:20:10 model and driving a culture of everyday feedback and personal development, ensuring a holistic approach in partnership with wider HR to drive a learning & performance culture; driving the end-to-end employee cycle of learning alongside objective setting and through to evaluation and assessment at year end

Mentoring:

• Manage the UK Mentoring campaign & various generic/business specific mentoring initiatives across the UK platform
• Be principle point of contact with external Mentoring Portal vendor (currently Insala) to manage subsequent upgrades, roll-out's, enhancements for the portal in collaboration with the TAD team co-ordinators

General:

• Work with Head of TAD & wider TAD team, HR Business Partners & key business stakeholders to raise awareness around topics within scope of the role
• Partnership with the wider TAD team; Early Careers, Recruitment, & Engagement and Experience team to create team cohesiveness and sharing of knowledge and best practice
• Partner with HR community to support COO's & Managers as key point of contact for topics within scope of the role
• Explore market benchmarking to source new ideas & embed best practice across topics within scope of the role, leveraging technology where appropriate
• Design & facilitate development activities across the talent space
• Support embedding of good management practice within the business across topics within scope of the role
• Work closely with TAD & L&D advisors and any external providers commensurate with role to ensure all logistics & organization is deployed in the most efficient manner
• Work closely with TAD team & Reporting Analyst to manage & deliver robust reporting & ROI across topics within scope of the role for the HRBP's and wider business stakeholders
• Partner with Procurement to manage, negotiate & review T&C's with external providers & manage value driven PSL within scope of the role
• Liaise with Finance to provide visibility & regular reporting on expenses & activities across topics within scope of the role to HR, COO's & Business Lines

Required Profile:

A leading specialist in an L&D/Talent/People capacity within Financial Services sector or similar highly regulated environment. Experience with building tailored solutions to be delivered in a fast-paced, demanding, commercial environment, specifically; Experience in aligning learning offerings and workforce capabilities with strategic organisational goals, ensuring we consistently assess and improve the mix of skills within the organisation. Experience in upskilling and reskilling employees, to fill capacity gaps rather than hiring externally. Building learning and development opportunities that enable employees to expand and grow their skills. This could include, but is not limited to, the following evidenced experiences: Designing Career progression and pathing for a range of business areas. Linking skill development to effective performance, pay and benefit outcomes.

Why join us:

People join for the impact they can have on us. They stay for the impact we have on them. A flatter structure offers visibility and exposure beyond that of our competitors, so you know our names, and we know yours. It's personable, human, and inspires success through passion. By encouraging open mindedness and a willingness to share ideas, we have adapted to market changes and thrived through innovation. Bringing words like “hard work” and “dedication” together with “community” and “respect” has enabled us to work collaboratively and build our future together. We call this Team Spirit and it's what makes us different. It's what makes you different.

Business insight:

If you feel you have the required experience and qualifications, then please apply to the SG Resourcing Team, and we will manage your application. At Société Générale, we believe our people are our strength and are core to the success of our business. As such, we search for, recruit and appoint the best available person on the basis of aptitude and ability, regardless of sex, marital or civil partnership status, race, colour, nationality, ethnic or national origins, pregnancy, disability, age, sexual orientation, religion, belief or gender identity.

Diversity and Inclusion:

We are an equal opportunities employer and we are proud to make diversity a strength for our company. Societe Generale is committed to recognizing and promoting all talents, regardless of their beliefs, age, disability, parental status, ethnic origin, nationality, gender identity, sexual orientation, membership of a political, religious, trade union or minority organisation, or any other characteristic that could be subject to discrimination.