HR & Talent Management

The Head of Learning & Development (L&D) is a senior-level position responsible for overseeing the learning and development programs of an organisation. They collaborate with business leaders and HR to identify and address learning needs, design and implement training initiatives, and evaluate their effectiveness. They will lead L&D teams and third party vendors for the delivery and facilitation of the programmes and curriculum.

The HR Business Partner (HRBP) is a strategic partner to business leaders, responsible for aligning HR policies and practices with business objectives. They provide guidance on talent management, employee relations, performance management, and change management. HRBPs ensure the organisation has the right talent to meet its goals while fostering a positive work culture.

The HR Director is responsible for overseeing all aspects of the HR or People function within an organisation. This includes developing and implementing HR policies and procedures and frameworks and leading teams of Business Partners and Centres of Expertise to manage all aspects of the employees lifecycle including talent acquisition, performance and reward, talent management and succession ensuring compliance with all legal and regulatory requirements. The HR Director also plays a key role in liaising with the Board and Senior Management Team to advising around all aspects related to people and supporting the strategic goals of the organisation.

A Talent and Performance Management Specialist is responsible for managing the talent and performance of employees within an organisation. They work to identify and develop employees' skills and abilities, identify skills gaps and build succession plans, manage performance reviews and evaluations, and create strategies for attracting and retaining top talent.

A Culture and Engagement Specialist focuses on creating a positive work environment and encouraging employee involvement and commitment through engagement and wellbeing strategies and creating a strong culture aligned to the business values through a strong Employee Value Proposition. They work with organisations to design and implement strategies that enhance employee engagement, communication, and collaboration, leading to higher productivity, lower turnover rates, and overall organisational success, utilising engagement surveys to measure existing state and form the basis of driving change.

An Early Careers Specialist is responsible for designing, implementing and managing recruitment programs for graduates, apprentices, and interns within an organisation. They work to attract, develop and retain young talent, provide guidance and support to individuals at the start of their careers and ensure they are given opportunities to grow and progress. Roles can also sometimes include responsibility for the induction and development programmes for these employees

Organisation Development (OD) is a process that involves planned and systematic efforts to enhance an organisation's effectiveness and performance. It entails interventions designed to improve organisational processes, structure, culture, and human resource systems. OD practitioners work with organisations to diagnose problems, design interventions, and evaluate their effectiveness in achieving organisational goals.

Diversity, Equity & Inclusion (DEI) specialists are responsible for creating and implementing initiatives that promote diversity, equity, and inclusion within organisations. They work to develop strategies and programs that increase representation and engagement of underrepresented groups and address systemic barriers. This will include providing  training, coaching, and support to ensure that all employees feel valued and supported in the workplace and building internal networks for underrepresented groups to enhance career opportunities.

HR Change and Transformation Specialists help organisations navigate and implement changes in HR policies, processes, and systems. They work with leaders to develop and execute change management strategies, assess the impact of changes on employees, and provide guidance on communication and training. They also play a critical role in identifying and addressing the cultural and organisational factors that may impede successful change initiatives. Change can include things like design of Target Operating Model, systems implementation and restructures.

Head of HR Operations is responsible for overseeing the daily operational HR activities and ensuring compliance with HR policies, procedures, and legal requirements. They lead HR operations teams in areas such as payroll, benefits administration, HRIS management, low level HR advisory and employee relations and onboarding. The team is the engine room for all tactical HR activities and requires someone with strong process management and will generally lead large teams.

An expert who helps organisations with their HRIS needs. Implementing a new HRIS system, troubleshooting existing systems, or providing guidance and advice on how to improve the overall HRIS architecture. Must have a strong background in HR technology.

Responsible for overseeing the employee benefits program for an organisation. This individual is responsible for designing, implementing, and managing the benefits plans that are offered to employees. This can involve management of third party vendors who provide the benefits.  They must be knowledgeable about the laws and regulations that govern employee benefits and this can be especially complex within pensions.

Responsible for developing, implementing, and managing compensation and benefit programs that are competitive, cost-effective, and in line with organisational objectives. The role will also be responsible for managing annual pay reviews and cycles, conducting job evaluations and analysis, creating incentive plans to ensure they are able to attract and retain the best talent on the market.

Provides HR services and advice to both employees and managers. They work closely with managers to ensure that HR policies are followed and to help resolve any issues that may arise. This includes recruiting, performance management, training and development, employee relations, and other related areas. They are also responsible for ensuring compliance with local legislation.

Responsible for overseeing the recruitment process, sourcing and interviewing candidates, selecting and onboarding new employees. They are responsible for developing and implementing strategies to attract and retain the best diverse pools of talent to their organisation. They must be knowledgeable about the latest recruitment trends, methodologies, and technologies. They are also responsible for evaluating and assessing candidates based on their qualifications, experience, and potential to contribute to the organisation.

Responsible for overseeing the employee relations program, developing policies and procedures, addressing employee grievances, and providing guidance and support to employees. This will include management of specific cases and also acting in an advisory capacity for the organisation on restructures and redundancies. They also work to ensure compliance with employment legislation and compliance.