Role Profile Version 1.0Last amended: 11 November 2015

THE UNIVERSITY OF NOTTINGHAMRole Profile

Job Title: Talent Development Manager

School/Department: Human Resources

Job Family and Level: Administrative, Professional and Managerial, Level 5

Contract Status: Fixed term for 18 months

Hours of Work: Full-time

Location: Kings Meadow Campus

Reporting to: Leadership and Management Director

Purpose of the Role:This role contributes to the successful delivery of the University’s strategy, through supporting the development of its people. The role will lead on the design, development and implementation of a University wide approach to talent identification and management to ensure that we recruit, develop and retain the best talent across all job families.

Main Responsibilities % time per year

1. To lead on the development of tools and methodologies for talent identification as part of the University’s recruitment of individuals and teams, working with colleagues on the development and enhancement of the overall process.

15%

2. To develop talent management methodologies which can be utilised by all managers across all job families and levels to enable them to effectively identify the full spectrum of talent which exists within their teams, informing the development of fit for purpose personal development plans and talent development and retention strategies.

15%

3. To support the identification and development of high performing leaders and managers across the University, including rising stars and future leaders, leading on the development of effective strategies, tools and techniques to support talent identification, mapping and development.

15%

4. To lead on the development and implementation of clear career pathways and talent development routes, ensuring clarity of opportunities for progression within and between job families is transparent. Supporting their effective running, with appropriate support activities, and evaluating their effectiveness.

15%

Role Profile Version 1.0Last amended: 11 November 2015

5. Working with colleagues, support the development of workforce plans, including within these talent mapping/gap analysis, succession planning and talent enhancement strategies to ensure the University is strategically and proactively planning for the future.

15%

6. To engage with key stakeholders to gain a full understanding of key roles and talent requirements on an on-going basis, to ensure a continued focus on future talent, business continuity needs, and a minimisation of risk.

15%

7. To support the development and utilisation of data to enable the effective management and development of talent.

5%

8. Foster a culture of inclusivity and diversity of thought and practice by embedding these philosophies and requirements within all talent management activities.

3%

9. Working with colleagues across all academic areas, professional service areas and campuses there will be a requirement to monitor, measure and improve progress against agreed performance indicators.

2%

10. Any other reasonable duties as defined by the Leadership and Management Director, including deputising for the Leadership and Management Director as required.

Qualifications, Experience, Skills and Competencies

Essential DesirableQualifications/ Education

Honours Degree, or equivalent and significant experience in the talent management field

Chartered member of the Institute of Personnel and Development (CIPD)

Experience Current or previous experience in an organisational development, talent management and/or leadership development role.

Proven track record of implementing and embedding business wide projects and initiatives that drive effective recruitment and retention of high performing talent.

Experience of developing and using talent identification and mapping tools and techniques.

Experience of workforce planning strategically and operationally.

Experience of planning and developing clear career pathways that promote progression.

Experience of using a range of research tools including IT systems within the work environment to define solutions and options, informing plans and monitoring success.

Experience of working in a complex and dynamic organisation that is undergoing change.

Experience of engagement with senior and middle managers.

Experience of delivering solutions through influence of wider stakeholder groups (Matrix

Experience of working in partnership with Trade Unions in achieving successful business change

Role Profile Version 1.0Last amended: 11 November 2015

management structures). Experience of utilising and developing business

systems applications and processes.

Skills and Competencies

Demonstrable knowledge of talent management / development issues, mapping methods and technologies to support recruitment and retention.

Evidence of effective talent management and enhancement skills.

Evidence of influencing and negotiation skills. Ability to demonstrate strategic thinking and

effective decision-making. Ability to handle sensitive and confidential

matters. Ability to communicate effectively verbally and in

writing with staff at all levels. Ability to work effectively, collaboratively and

consultatively with colleagues. Excellence listening skills. Excellent creative thinking and innovative skills,

including solutions orientation. Excellent data analysis and reporting skills. High degree of initiative, responsibility and self-

motivation. A professional pro-active approach to problem-

solving. Ability to work effectively under pressure to meet

demanding and sometimes conflicting deadlines. Effective project management and prioritisation

skills. Strong business acumen and an ability to drive the

achievement of results. Competent use of Microsoft Office and HR Systems

Other Evidence of commitment to continuous professional development.

Impeccable personal integrity. A team player. Innovative, creative and not afraid to challenge

existing norms sensitively. A strong regard and appreciation for the

challenges, stresses and pressures that surround an evolving organisation.

Passionate about working to make a difference. Understands how to get results within resource

constraints.

Role Profile Version 1.0Last amended: 11 November 2015

THE FOLLOWING DOES NOT FORM PART OF THE PUBLISHED JOB PROFILE, AND IS FOR HAY PURPOSES ONLY:

Decision Making

i) taken independently by the role holder; Manage own workload. Make strategic and tactical recommendations to senior managers in support of the delivery of the University’s talent

management strategy. Analysis of talent needs and other data, informing on-going continuous improvement of activities. Recommendations to senior management in relation to policy and other developments, implementation and any

associated matters related to talent management development activities. Authority to make decisions within agreed scope relating to content and project action to ensure effective delivery. Operational decision making through the application and interpretation of HR policy and practice in complex situations.

ii) taken in collaboration with others;

Design, development, and delivery of talent management, career planning and succession planning strategies and approaches with key stakeholders and HR colleagues.

Provide advice to managers on aspects of the talent management, succession and progression planning, as well as recruitment and workforce development matters as required.

iii) referred to the appropriate line manager (please name) by the role holder. Serious complaints from staff or students Matters which are considered to have a major impact on the University

Additional InformationThis is a fixed term post covering maternity leave. A key focus initially will be in supporting the recruitment, development and career planning of high performing leaders and managers across the organisation.

Please confirm that the above is an accurate description of the overarching responsibilities of this role, recognising that the functional tasks will be agreed locally as part of the PDPR and on-going objective setting process.

Leadership and Management Director:

Date completed :