Talent Partner

7 months ago

London, United Kingdom Liv Group Full time

**Role Overview**

**Role**:Talent Partner (Interim)

**Reporting to**:Director of Talent
- Europe & APAC

**Location**: London

**Company Overview**

At Cortland, you map the story of your success. We don't adhere to the status quo, we love outside industry perspective, and we thrive on exploring possibilities and reimagining solutions. As an innovative leader in Build to Rent (BTR) in the USA with over 80,000 apartments under management, our high performance continues to drive exponential growth - and we invite you to join us on our journey toward excellence. With tools and guidance to sharpen your skills, you can forge your own career path, love what you do, and let it show.

In the UK, Cortland has a six-year strategy targeting a development portfolio of 10,000 Build-to-Rent (BTR) apartments and a management portfolio of 75,000 units, primarily the London commuter belt areas and UK regional cities. Currently, we have one development that is open in Watford, two more - one in Manchester and one in Birmingham - under construction and set to open in the next year, and more in the pipeline.

**Role Responsibilities**

As Talent Partner, you administer and manage the day to day talent functions and processes, including associate relations, performance management, leave administration, and policy implementation. You will also be asked to support a number of different strategic projects to support the Director of Talent with the execution. Here are the roles you’ll play:
**The Liaison**
- Understand our business to be proactive and support functional executives, leaders, and managers in creating the best place to work
- Work closely with the Director of Talent to help translate business initiative into people plans to help execute and achieve the goals of the business.
- Provide guidance, coaching, and consultation regarding leadership and organizational management practices to develop leaders and support alignment with policies and procedures
- Work closely with a variety of stakeholders to effectively manage concerns and issues raised through investigations, including assisting management with various associate relations issues like counseling, discipline, and performance improvement
- Identify where inconsistent communications or messaging may appear and partner with the Director of Talent to align communication plan with company strategy to ensure expected results
- Serve as a resource to managers; teach them how to coach on associate performance and assist them with Talent best practices
- Maintain and develop effective internal procedures
- Handle employee-related issues
- Support recruiting and retention efforts, and keep performance at peak levels
- Manage the coaching and performance review process in for all associates
- Fill out separation forms, severance agreements, and conduct exit surveys

**The Investigator**
- Review and investigate all assigned associate complaints, concerns, disputes, claims of harassment, discrimination, and complaints of unfair treatment with priority given to the most egregious allegations
- Summarize investigation findings in written reports, make determinations, and recommend courses of action
- Submit recommendations to management as appropriate; follow up and documents outcomes
- Use sound judgment to mitigate risk and weigh the importance and validity of information to form fact-based opinions
- Convey empathy, patience, discretion, and active listening skills when investigating and discussing sensitive issues
- Support all aspects of HR during new acquisitions or closings

**The Team Player**
- Facilitate the execution of annual performance and talent planning processes working with the business leaders on succession plans.
- Support talent management activities, including onboarding/associate orientation activities, talent reviews, succession planning, etc.
- Conduct office and site visits to understand personnel needs often in partnership with regional leadership
- Lead the execution of change management plans to encourage associates to embrace new philosophies, technologies, and company initiatives
- Create strategies to identify and overcome barriers (i.e. facilitating conversations to identify root-cause issues of change blockers and coaching managers on appropriate tactics to mitigate or overcome issues)
- Be a key contributor to any Talent related projects including policy and processes reviews, succession planning and restructure plans

**The Impact You Can Make**
- The talent process is managed with such great care that associates feel totally comfortable expressing their views, and Cortland can better identify new ways to reach higher goals.
- Thanks to your uber-strategic insights, Cortland outshines the competition by providing extraordinary associate relations, ultra-clarified policies, and well-managed administration.
- Internal customer support levels are at an all-time high, and associates enjoy knowing they can count on your team to cultivate a re

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