People and OD Director



Role overview

The newly established People & Organisation Development Centre of Expertise within HR has a remit across the broad talent and organisation effectiveness space, covering learning, leadership, talent management, inclusion, engagement and culture. This COE plays a pivotal role in partnership with other COEs, HRBPs and the business to shape and deliver transformation that will enable an empowered, talent-driven company whilst retaining our spirit and independence.

As the business evolves, so too must our approach to creating an inclusive organisation and the way we think about developing our people. The team is at an early stage of formation, where we are helping the company pivot from a traditional learning led approach to a more strategic, business oriented function that delivers strong outcomes. If you enjoy navigating the ambiguous, and you want to help shape what the future of talent and OD means for us, you’re in the right place.

Key Accountabilities

  • Support talent and performance delivery for Top 100 and critical roles, including goal setting and calibration, talent review / succession planning, top talent identification, talent pool management, career development / talent moves, Board meetings, annual reviews, metrics and reporting, D&I
  • Develop and deliver tools to enable HRBPs to deliver succession planning, top talent identification and robust career / development action planning within the business in a consistent way
  • Partner with HRBPs and the business to understand and build a diverse talent landscape – quantity, quality and type of talent required in the short, medium, long term 
  • Review and evolve our talent framework to ensure relevant and high quality infrastructure in place, leveraging external thinking and practices
  • Partner with Talent Acquisition and HRBPs to drive internal career progression
  • Partner with TA, others in the People & OD team and the business to shape our approach and direction for Early Careers as part of our talent strategy
  • Lead on re-design of performance management approach in partnership with Reward and HRBPs, including process, systems, tools and interventions to enable high quality conversations, analysis and reporting
  • Lead on engagement strategy across the Group, revising and deploying key initiatives including Global People Survey, listening / feedback mechanisms at key employee moments (joiner, mover, leaver)
  • Partner with HRLT to define and deploy relevant culture change solutions to transform the way we work, build change resilience and deliver an inclusive organisation
  • Supports on developing policy, frameworks and developing playbooks to establish or improve organisational practices

Knowledge, Skills and Experience

  • Specialist experience within talent & OD space; some HRBP experience desirable
  • Strong understanding of commercial drivers and has a mindset of building and delivering COE interventions that deliver business impact
  • Experienced in uncovering business needs and designs, deploys and embeds fit for purpose talent & OD solutions that deliver commercial impact
  • Strong external radar and network, translating best practice to make it relevant for the business to deliver pragmatic solutions
  • Ability to analyse data, extrapolate insights and translate into practical, relevant and actionable recommendations
  • Spots patterns and trends and able to connect and drive collaboration across different teams, functions and stakeholders
  • Challenges the status quo, has a continuous improvement mindset along with the resilience, courage and tenacity to drive meaningful and lasting change across different stakeholder groups
  • Operates at pace, comfortable judging multiple priorities and working under pressure
  • High agility and change orientation with strong influencing skills, stakeholder management and adaptability in a changing environment
  • Builds productive relationships and adept at navigating in a complex matrix with a balance of challenge and support to get to the best outcome
  • High credibility and integrity (delivers commitments, manages confrontation productively, turns problems into solutions, confidence with senior audience, team player, outcome focused)
  • Strong customer focus and employee experience mind-set
  • Experience preparing Board level papers and presentations