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Early Careers and Talent Management Partner
2 months ago
Early Careers and Talent Management Partner
London - Hybrid
At Direct Line Group, insurance is just the start. Combining decades of industry experience with talented people in every field from data, technology, customer care and auto repair, to HR, finance, and procurement, we're a customer-obsessed market powerhouse. And we all work together to be brilliant for customers, every single day.
We're thrilled to offer an exciting opportunity to join us as an Early Careers and Talent Management Partner, reporting into our Head of Leadership, Talent, D&I and Early Careers. You will support in designing and delivering strategies and programs to successfully identify, manage and develop Early Careers and Talent across Direct Line Group.
You will be accountable for shaping and driving the Talent agenda to respond to the Group strategy, along with evolving and implementing the Early careers strategy, recognising synergies between Emerging Careers and Talent as you do so. You will work with the broader People Partners and Organisational Effectiveness team and the wider HR function.
What you'll be doing
Responsible for shaping the Talent strategy and supporting the wider rollout and implementation across the Group to deliver the new Group strategy.
Drive succession, Key Person Dependency, and key talent identification, management, and development initiatives across the business.
Co-design and co-deploy progressive initiatives and programs within the Talent and Early careers plan, directly and in partnership with wider HR teams to ensure Early careers and Talent are embedded across all parts of the employee lifecycle.
In partnership with the Head of Leadership, Talent, D&I and Early Careers design/source capability-building interventions as necessary in conjunction with the Learning team or external parties.
Design the Early careers strategy whilst solving real business problems and ensuring end to end implementation and execution - through apprenticeships, specialist graduate and internship programmes as appropriate to build talent pipelines and develop critical skills and capabilities required for the future.
Designs tools, processes and guidance to ensure the end-to-end execution of Early careers strategy
Sets up and owns the governance to ensure the effective execution of the Early careers' strategy.
Build strong working relationships with key business stakeholders to ensure effective delivery of the programme across all cohorts
Owns the evaluation and impact of the Early careers strategy and its implementation and demonstrates its effectiveness and impact by agreeing measures of success/KPIs (including setting up processes, reports, dashboards and a regular cadence for relevant stakeholders).
Maintain accurate Talent and Early careers reporting and analysis across the Leadership, Talent, Early Careers, and D&I team.
Identify, own, and manage opportunities and risks involved in the Early careers and Talent agenda and escalate where appropriate.
What you'll need
Experience in Early careers and Talent methodologies, strategies and tools with successful implementation and demonstrable results.
Evidence of supporting or leading the delivery of an Early careers (graduate and apprenticeship scheme design and delivery of Early careers programmes) and Talent agenda across a business with effective means to measure behaviour change and business benefits.
Expert with in-depth, up to date knowledge of Early careers and Talent management and development practices and policies.
Ability to be both strategic and execution oriented, i.e. paint a long-term picture; think holistically and drive implementations.
Ability to influence, consult and manage key stakeholders to deliver on the Early careers and Talent agenda, driving interventions that works across business areas and deliver business impact.
Strong governance experience and collaboration with key internal and external stakeholders and strong stakeholder management.
Ability to analyse and effectively use data and insights to inform an evidence-based approach, measuring scheme efficacy and demonstrating success through regular reporting and insights
Ways of Working
Our hybrid model way of working offers a 'best of both worlds' approach combining the best parts of home and office-working, offering flexibility for everyone. When you'll be in the office depends on your role, but most colleagues are in 2 days a week, and we'll consider the flexible working options that work best for you.
Read our flexible working approach here .
Benefits
We wouldn't be where we are today without our people and the wide variety of perspectives and life experiences they bring. That's why we offer excellent benefits to suit your lifestyle and a flexible working model combining the best parts of home and office-working, varying with the nature of your role. Our core benefits include:
9% employer contributed pension
50% off home, motor and pet insurance plus free travel insurance and Green Flag breakdown cover
Additional optional Health and Dental insurance
Up to 10% bonus
EV car scheme allows all colleagues to lease a brand new electric or plug-in hybrid car in a tax efficient way.
25 days annual leave, increasing each year up to a maximum of 28
Buy as you earn share scheme
Employee discounts and cashback
Plus many more
Being yourself
Difference makes us who we are. We believe everyone should feel comfortable to bring their whole selves to work - that's why we champion diverse voices, build workplaces that work for people, and invest in the things that matter. From senior leadership to inclusivity networks, adaptive working to inclusion training, we've made it our mission to give you everything you need to be authentically you. Discover more at directlinegroupcareers.com
Together we're one of a kind.
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