Senior Manager, Talent

Why This Job Matters:

The Senior Manager, Talent plays a crucial role in shaping the Talent Strategy across BT, designing and owning the Talent Development and Talent Management portfolio. 

They will develop and maintain Talent frameworks and tools that identify and develop talent in the Organisation, to drive strategic talent and capability outcome. Develops specific framework from identification of best talents for critical roles and owns the definition and identification of critical roles, partnering with our People & Culture (P&C) colleagues. 

What you'll be doing

• Advises and supports the Talent, Performance & Culture Director in setting the Talent Strategy of BT, and defines the Talent Development and Talent Management principles, frameworks, approaches and programs that will deliver the expected Talent outcomes, looking holistically across career levels, brands, geography, personas and professions.
• Develops and maintains Talent frameworks and tools that identify and develop talent in the Organisation, to drive strategic talent and capability outcome.
• Develops specific framework from identification of best talents for critical roles and owns the definition and identification of critical roles, partnering with our People & Culture (P&C) colleagues.
• Collaborates with other COE’s to develop and implement effective attraction and retention strategies to attract, develop, engage and retain top talent.
• Collaborates with Learning & Capability colleagues to ensure alignment of learning programmes with desired strategic talent outcomes.
• Develop and maintain a talent pipeline for key positions.
• Implement succession planning strategies to ensure leadership continuity.
• Defines and clearly articulates business case for the approach and frameworks that deliver meaningful value to BT and is anchored in the business strategy and aligns talent management strategies with the organization's goals and objectives.
• Owns the Talent Management product portfolio, ensuring coherence and consistency of products within their portfolio and the broader P&C function, alignment with the BTs goals, and overall quality assurance.
• Drives the design, development, management and ongoing maintenance Talent Management products and programs within the organization, owning product definition through to development and deployment, leading a delivery team of specialists and/or professionals throughout the product lifecycle.
• Is responsible for the delivery team vision, defining and prioritising requirements in delivery team’s backlog, backlog management and day-to-day priorities, and approving items as completed.
• Ensures product owners and delivery team members are allocated strategically and in line with the portfolio prioritisation for each quarter, ensuring value flow from existing products.
• Measures, monitors and analyses the outcomes and impact of Talent initiatives and programmes, as well as external data and workforce trends, fostering data-driven decision making and insight.  
• Keeps up to date with state of the art approaches to Talent Management and succession planning, benchmarking against external best practice and identifying and introducing improvements and new ways of working to maximise effectiveness and return on investment.
• Recommends sourcing strategy if relevant and works collaboratively with our managed service to shape our supplier portfolio and catalogue, maximising value through simplification.

Skills and Experience You'll Need:

• Inclusively identifies, develops, and retains talented employees to support the effectiveness of the organisation. Facilitating activities and opportunities that get the best out of talented employees
• Helps employees gain and develop leadership competencies and prepares them for management and leadership roles within an organisation
• Plans, prepares and facilitates a talent review program in which leaders review employees' strengths, development areas, and potential career trajectories
• Monitors and improves mobility processes within an organisation, while empowering employees' development and improving satisfaction
• Leveraging data and insights to drive business outcomes
• Can clearly articulate the current business performance and leverage the people levers to enhance performance and productivity
• Is able to develop a clear business case that outlines the context, insight, the proposal and a method to evaluate the impact of the intervention