Group Talent Development & Early Careers Senior Advisor (Legal)

Early Talent Development & Learning

• Manage the enrolment and education processes for incoming Trainees, including course registrations and examination bookings.
• Lead the SQE student engagement programme, ensuring students remain connected with the firm throughout their studies through buddy programmes, Partner networking opportunities, study support sessions and participation in relevant internal and client events.
• Manage the trainee seat rotation process, balancing practice and business requirements, future workforce needs, development objectives and individual preferences, and ensuring outcomes are communicated effectively.
• Support supervisors and managers in preparing for each seat rotation, including the provision of appropriate guidance and training.
• Coordinate and facilitate quarterly seat review meetings, including stakeholder engagement, documentation, actions and follow-up.
• Partner with apprenticeship and training providers to monitor learner progress, address issues and support positive educational and qualification outcomes.
• Oversee the early talent pro bono programme, coordinating supervisor involvement, trainee allocations, participation and programme feedback.
• Identify opportunities to enhance the development experience for Trainees, Apprentices and other early talent populations.
• Manage the Senior Associate development programme, including scheduling, logistics, content coordination, progression monitoring and programme evaluation.
• Support the delivery and continuous improvement of wider learning and development initiatives as required, building knowledge and capability across the firm's broader L&D agenda.

Performance & Development

• Manage and continually enhance the firmwide annual Performance Development Review (PDR) process, ensuring it is well planned, consistently implemented and aligned with the firm's people and business objectives.
• Provide clear guidance, communications and practical support to Line Managers and employees so they understand their roles, responsibilities and expectations throughout the performance cycle.
• Embed and support mid-year check-ins to encourage regular, meaningful conversations around performance, objectives, development, career aspirations and support needs rather than relying solely on the annual review.
• Monitor engagement and completion across the PDR cycle, using feedback, data and stakeholder insights to identify opportunities for continuous improvement.
• Manage and support the firm's probation process for new joiners, ensuring probationary periods are clearly structured, consistently applied and effectively managed.
• Provide Line Managers with guidance, tools and support to set expectations, monitor performance and provide timely and constructive feedback throughout probation.
• Ensure appropriate probation check-ins and formal review points are completed, with performance, development or support needs identified and addressed in a timely manner.
• Build knowledge of wider performance and talent practices and contribute to the ongoing development of the firm's broader Talent agenda.

We are looking for someone with a strong foundation in early careers, ideally within the legal or professional services sector, who is ready to take ownership of a broad and varied role.

You will ideally bring:

• Strong experience of early careers recruitment and development, with a good understanding of the end-to-end early talent lifecycle.
• Experience within the legal profession or a professional services environment, with an understanding of the expectations and complexities of working with professional populations and senior stakeholders.
• Experience of managing recruitment and selection processes, including attraction campaigns, application screening, assessment methodologies, assessment centres and candidate offers.
• Commercial awareness and an understanding of how talent, workforce and development decisions support wider business objectives, with the ability to balance people needs with organisational and client requirements.
• Strong programme and project management skills, with the ability to manage multiple workstreams, deadlines and stakeholder requirements simultaneously.
• Strong stakeholder management skills and the confidence to build credible relationships with Partners, senior leaders, Line Managers, supervisors and external providers.
• Strong analytical and commercial thinking skills, with the ability to interpret recruitment, performance, retention and programme data, evaluate effectiveness and value, and use insight to make practical recommendations.
• Strong written and verbal communication skills, with the ability to communicate clearly and confidently with audiences at all levels.
• Excellent organisation and attention to detail, combined with the ability to see the bigger picture and understand wider business priorities.
• Experience of performance management and/or broader learning and development would be advantageous but is not essential. More important is an interest in these areas and the ability and willingness to quickly develop your knowledge and capability.
• A genuine interest in developing broader knowledge across Talent and HR and building a well-rounded career within the people profession.

About You

This role will suit someone who is a proactive self-starter and enjoys taking ownership. You will be comfortable working with a high degree of autonomy, identifying what needs to be done and moving things forward rather than waiting for direction.

You will be someone who:

• Takes ownership and accountability, using initiative and sound judgement to identify what needs to be done and follow work through to successful delivery.
• Is comfortable working independently while knowing when to seek input, collaborate or escalate.
• Is naturally curious and keen to understand the wider business, including how the firm's strategy, clients, practice areas and workforce priorities influence talent and people decisions.
• Thinks beyond individual processes and programmes, considering their wider impact on the firm, its people and its ability to meet future business needs.
• Has the confidence to challenge existing ways of working constructively and suggest practical improvements.
• Is solutions-focused and comfortable working through ambiguity or unfamiliar situations.
• Is adaptable and willing to step outside their existing area of expertise to learn new aspects of Talent, L&D, performance management and the wider HR agenda.
• Learns quickly and is motivated by opportunities to broaden their knowledge and professional experience.
• Is comfortable balancing strategic thinking with hands-on delivery and is willing to get involved in the detail when required.
• Is confident navigating different perspectives and competing priorities and is able to influence and challenge constructively when appropriate.
• Has a collaborative, pragmatic and service-focused approach while retaining the confidence to provide an independent perspective.
• Is highly organised and able to prioritise effectively in a busy environment where deadlines and priorities may change.
• Brings energy, initiative, and a continuous improvement mindset, always looking for ways to make programmes, processes, and experiences better.