The Talent Development Manager is responsible for translating the company’s people and business priorities into practical, high-quality learning and talent development activity. The role manages the day-to-day learning and development function, ensuring colleagues have the knowledge, skills and support needed to perform effectively, develop their careers and deliver excellent service to clients.
Working closely with the HR Director, operational leaders and subject matter experts, the postholder will identify development needs, build and deliver appropriate solutions, maintain effective learning systems and measure the impact of investment in development.
Key responsibilities:
Talent and learning plan
- Develop and deliver an annual talent development plan aligned with the company’s people priorities, operational requirements and available budget.
- Translate business needs into clear learning priorities, programmes and delivery plans, escalating material risks or resource requirements to the HR Director.
- Contribute professional learning and talent expertise to wider people projects, organisational change and business improvement activity.
Learning needs and programme delivery
- Work with leaders and managers to identify organisational, team and individual learning needs using performance data, employee feedback, compliance requirements and business priorities.
- Design, source, coordinate and evaluate blended learning solutions, including workshops, virtual learning, coaching resources, e-learning and on-the-job development.
- Deliver engaging learning sessions where appropriate and ensure internal facilitators have suitable materials, guidance and support.
- Maintain a structured learning calendar that balances mandatory, technical, leadership and career development requirements.
Leadership and management development
- Develop practical programmes and resources that strengthen the capability of managers and leaders at different career stages.
- Support managers to have effective development, performance and career conversations with their teams.
- Coordinate succession and talent review activity, maintaining clear records and agreed development actions for identified talent and critical roles.
Compliance and learning systems
- Oversee the effective administration and use of the company’s learning management system, ensuring learning records and content are accurate, current and accessible.
- Monitor completion of mandatory and compliance learning, provide clear management information and follow up areas of non-compliance.
- Work with subject matter experts to ensure learning content reflects current legislation, company policies, client requirements and safe working practices.
- Maintain proportionate quality controls for learning materials, attendance records, evaluation data and training evidence.
Early careers and apprenticeships
- Coordinate the company’s apprenticeship and early careers activity, ensuring programmes meet business needs and provide a positive learner experience.
- Manage relationships with training providers and monitor learner progress, quality, completion and use of available apprenticeship funding.
- Support managers and learners to resolve issues promptly and to meet their respective programme responsibilities.
Performance, evaluation and continuous improvement
- Set meaningful measures for learning activity and evaluate participation, learner experience, knowledge transfer, behavioural change and business impact where practicable.
- Use data and feedback to improve programmes, target resources and provide regular updates to the HR Director and relevant leadership forums.
- Keep informed of developments in learning practice, technology and the facilities management sector, recommending improvements that offer clear organisational value.
Budget, suppliers and governance
- Manage agreed learning budgets responsibly, maintain accurate forecasts and seek value for money from external provision.
- Select, brief and manage learning suppliers in line with company procurement and governance requirements.
- Maintain appropriate policies, procedures and controls for learning and talent development and support internal or external audit requirements.
Team and stakeholder management
- Line manage, develop and support the L&D Coordinator, setting clear priorities and standards and providing regular feedback and coaching.
- Build effective relationships across support and operational teams, establishing credibility as a practical and responsive learning partner.
- Promote inclusive access to development for colleagues across different roles, locations, working patterns and stages of their careers.
- Communicate learning opportunities clearly and encourage managers and employees to take shared responsibility for development.
General responsibilities
- Act in accordance with the company’s values, policies and expected standards of conduct.
- Protect confidential and personal information and comply with data protection requirements.
- Promote equality, diversity, inclusion, dignity and respect in all learning activity and working relationships.
- Take reasonable care for personal health and safety and that of others who may be affected by the postholder’s work.
- Undertake other reasonable duties consistent with the level and purpose of the role as business needs develop.
