Head of Internal Talent and Performance

**Details**:
**Reference number**:

- 255271**Salary**:

- £50,702 - £50,702**Job grade**:

- Grade 7- UKRI Band F**Contract type**:

- Permanent**Business area**:

- UKRI - Human Resources**Type of role**:

- Human Resources**Working pattern**:

- Full-time**Number of jobs available**:

- 1Contents

Location

About the job

**Benefits**:
Things you need to know

Location
- SwindonAbout the job

**Job summary**:
**Salary**: £50,702 per annum.
**Hours**: Full time
**Contract Type**:Open Ended.
**Location**: Polaris House, Swindon, Wiltshire.

**Purpose**:
To design and deliver frameworks, tools and processes to support leaders and managers with talent assessment, succession planning, development planning and performance management in order to maximise the potential of all staff across the organisation; evaluating emerging themes from these activities to identify implications for workforce planning and risk management.

**Job description**:
**Key accountabilities**

HR Leadership Community
- Work together with HR colleagues to ensure that ‘One HR’ culture is role modelled and ensure that HR initiatives and proposed changes are prioritised, appropriate, well planned, and well delivered.

**Internal Talent Management**
- Describe and gain agreement to UKRI vision and strategy for talent management appropriate to the needs of the whole organisation
- Develop, pilot and rollout linked approaches to assessing and segmenting talent and succession planning - ensuring that these fit with the lifecycle of HR activities and processes, and support UKRI ability to fill critical/specialist/hard to fill roles. Devise particular talent strategies to address specific needs
- Create frameworks, protocols, guides and toolkits to support managers in assessment and in developing individual talent and capability
- Liaise with HR colleagues to ensure talent approaches are aligned with wider HR agenda (e.g., careers, EDI, individual TNA and development planning) and embedded into ongoing HR processes.

**Performance Management**
- Deliver on the planned change of approach to performance management, and ensure any policies and processes continue to be appropriate to the needs of the whole organisation (including reviewing approaches to managing poor performance)
- Take ownership of the annual performance management cycle and associated processes - gaining buy in from senior stakeholders across UKRI, negotiating with TUs, overseeing the annual process, creating effective communications, developing tools/systems to enable the process, support and training for managers (including facilitating moderation)
- Liaise with HR colleagues to ensure performance management approaches are aligned with wider HR agenda (e.g., L&D, EDI, reward and recognition).

**People Management Support**
- Work closely with colleagues in L&D, HR operations and HRBPs to ensure that line managers are trained, equipped and supported to utilise talent management and performance management approaches in a high quality and consistent way. Ensure all changes to processes and ways of working are fully incorporated into other HR products, calendars and tools
- Provide specialist support, advice and consultancy to senior leadership as required, working closely with the HRBPs.

**Data Analysis & MI**
- Establish effective approaches to provide data, themes and issues from talent management, succession planning and performance management activities into organisational level planning
- Work with HR colleagues to shape solutions and systems to support approaches, and to gather appropriate MI to track delivery and performance of talent and performance initiatives across the organisation (including equality impact assessments).

**Project Management**
- Manage a range of talent and performance management projects, ensuring that all initiatives are prioritized and delivered with impact and pace, following recognized portfolio, programme and project management methods.

**Other**
- Lead a small, committed team and work collaboratively across UKRI for both, business as usual and change activities

**Person specification**:
**Knowledge, skills and experience**
- University degree in HR or Organisation Development or equivalent relevant professional experience
- CIPD membership and/or equivalent relevant professional experience
- In-depth knowledge and experience of successfully developing and implementing talent management and performance management strategies in a complex organisational environment/diverse and specialist staff groups - evidencing participation for underrepresented groups
- Experience in creating and influencing the development of approaches through horizon scanning, making connections, innovating and pragmatically shaping evolving solutions
- Ability to show agility and resilience to changing circumstances, staying curious and creative
- Demonstrable collaboration skills, and experience of influencing stakeholders and decision-makers
- Experience in using