Job Purpose

As a Talent and Development Lead, the role involves identifying and nurturing the skills and potential of employees within the operating group. Incumbent will design, implement, and deliver talent development programs. Will also collaborate across the operating group to support succession planning, employee engagement initiatives, and fostering a culture of continuous learning to support professional growth.

Main Duties & Responsibilities

• Talent Strategy: Develop and execute a comprehensive talent strategy for the operating group with clear goals, skills, and outcomes expected. Be able to translate that strategy into action (supported by effective budget management) to deliver a plan.
• Leadership Training and Development Programs: Design, implement, deliver, and evaluate a range of training programs to address skill gaps and targeted growth topics for the different talent segments.
• Talent Review Process: Coordinate the end-to-end Talent Review activities across the Operating group, ensuring all local reviews feed up into the group review and presentation to the ExCom. Ensure that there is a comprehensive, clear, and consistent approach to the process, covering targeted areas such as gender balance, deeper succession strength, and mobility focus.
• Succession: Partner with Senior Leaders & HRBPs to drive the succession planning agenda, including Talent mobility across the business.
• Critical Roles/Experts: Ensure we have greater visibility of our technical expert and client-facing talent across the operating group. Design programs or initiatives to create this community and support connection, development, and career progression. Produce a plan with a supporting business case for investment.
• Performance Management (PMP): Act as lead for the operating group to coordinate the process to be used for consistent performance management. How to apply the group guidance in our teams and ensure we support these cyclical key people processes from Mid-Year reviews, End of year reviews, to objective and development goal setting.
• Employee Engagement (GLINT): Foster a culture of continuous learning and employee engagement, promoting initiatives that enhance job satisfaction, retention, and overall employee experience. Be an advocate and key sponsor of BVOCAL in the FUELS Operating group.
• DEI & CSR: Ensure that there is a range of programs or initiatives that align to the group DEI (Diversity, Equity & Inclusion) calendar to reinforce our OG commitment. Develop the annual plan and act as lead to coordinate events and inclusion of regional teams to deliver these initiatives. May include creation of videos, learning pills, communication campaigns, events such as webinars and focus groups, as well as content in SharePoint to promote awareness, share knowledge, and provide support.
• Reporting: Follow up on learning hours (CSR target) and utilize data and analytics to assess the effectiveness of talent development programs, making data-driven recommendations for improvement.
• Collaboration with local network and HO point of contact: Work closely with HR Directors, regional learning and development roles, department heads, and senior leadership to align talent development strategies with operating group and global objectives. Participate in the L&D network meetings and collaborate in projects led by HR Group related to Learning, Development, and DEI as needed, contributing and influencing the final approach and solutions, aligned with strategy and priorities.
• Global HR newsletter: Work closely with the Internal comms department on providing the content for a monthly “People initiatives” communication.