Talent and performance lead

Join to apply for the Talent and performance lead role at BSR. About BSR BSR® is a sustainable business network and consultancy focused on creating a world in which all people can thrive on a healthy planet. With offices in Asia, Europe, and North America, BSR® provides its 300+ member companies with insight, advice, and collaborative initiatives to help them see a changing world more clearly, create long‑term value, and scale impact. Visit www.bsr.org for more information about BSR’s 30+ years of leadership in sustainability. We are proud to have a team of some of the most talented and motivated people working on sustainability in our global offices in Copenhagen, Guangzhou, Hong Kong, London, New York, Paris, San Francisco, Shanghai, Singapore, Tokyo, and Washington, D.C. This is a full‑time remote opportunity, with a preference for a candidate near our London offices. The team usually goes into the office near King’s Cross once a week. Salary: £52,280 Position Overview We’re looking for a proactive, strategic Talent Manager to lead BSR’s global talent acquisition and performance management functions. In this role you will steward our approach to talent reviews, performance, promotions, and career development while driving recruitment for a diverse, international workforce. You will be responsible for the full talent lifecycle from recruitment to onboarding to performance management. Key Responsibilities Talent Reviews & Succession Planning Lead the preparation, facilitation, and follow‑up of BSR’s talent reviews. Ensure managers are trained and prepared for meaningful discussions around performance, development, and succession. Track outcomes from talent reviews to inform development planning, retention efforts, and promotion considerations. Stay aware of best practice performance and talent related strategies and practices. Together with the P&C lead, pro‑actively develop strategies together with the P&C lead to improve talent and performance processes, structures and systems. Performance & Promotion Management Oversee BSR’s performance management processes, including improvement plans (PIPs), documentation, and manager coaching. Manage the annual promotion cycle, including review of business cases, calibration sessions, and communication to stakeholders. Ensure alignment between promotion decisions and talent data, role profiles, and organizational priorities. Analyze and report on talent metrics such as performance distribution, promotions, and retention risks. Career Management & Manager Coaching Manage and evolve BSR’s Career Manager (CM) structure, ensuring every staff member has a CM assigned. Provide training, resources, and ongoing support to CMs across the organization. Act as a thought partner to CMs on development planning, feedback, and challenging people situations. Continuously improve the CM program based on feedback, engagement data, and alignment with talent strategy. Recruitment & Talent Acquisition Lead and manage the full‑cycle recruitment process, from job scoping and sourcing through to interviews, offers, and onboarding. Build strong partnerships with hiring managers to understand team needs and create tailored recruitment strategies. Maintain and improve the candidate experience throughout the hiring journey, ensuring it reflects BSR’s mission and values. Manage BSR’s Applicant Tracking System (Rippling); lead transition from previous platforms as needed. Source candidates proactively through platforms like LinkedIn, Indeed, and relevant partner networks. Integrate inclusive hiring practices and DEI best practices into every stage of the recruitment process. Develop and maintain pipelines for future hiring, particularly for high‑need or specialized roles. Manage the P&C coordinator to run a seamless talent process. Staff Engagement & People Council Lead BSR engagement strategy design and implementation across all regions. Organize and facilitate monthly People Council (PC) meetings and coordinate follow‑up actions. Conduct quarterly check‑ins with PC reps to understand cohort‑specific issues and gather insights. Lead the biannual employee engagement surveys, from design to rollout and reporting. Share results with leadership and PC, identify priority areas for action, and track follow‑up progress. #J-18808-Ljbffr