Role Profile
The LD / Talent Specialist will support the Group HR Director in delivering key people initiatives during a period of organisational transformation. The role will focus on building frameworks for Learning Development, Talent Management, and Organisational Design — including job architecture, grading, succession planning, and role specification.
This position requires a strong balance of strategic thinking and hands-on delivery, ensuring that structures and processes are aligned to support business growth and capability.
Responsibilities
Learning Development
* Support the HRD in aligning and embedding a Group-wide LD framework.
* Coordinate the implementation of standard processes for training requests, approvals, and tracking.
* Facilitate and deliver Training Needs Analysis (TNA) process and consolidate outcomes to inform annual planning.
* Management and oversight of LD metrics and reporting (participation, spend, effectiveness).
* Ensure LD governance standards are applied consistently across functions.
* Work closely with HR colleagues to coordinate delivery and maintain accurate records.
Organisational Design Job Architecture
* Prepare and drive organisational design projects to improve role clarity and structure.
* Support the HRD in the development of job architecture, including role profiles, job families, and grading.
* Draft and maintain role specifications and competency profiles to ensure consistency.
* Prepare and update manager toolkits to support job evaluation and progression conversations.
Talent Management Succession Planning
* Coordinate the collection of data to create talent maps across the Group.
* Support the HRD in the succession planning process for leadership and critical roles.
* Develop and maintain templates and processes for talent reviews and calibration.
* Provide input into high-potential development initiatives based on identified needs.
Manager Capability
* Assist in the design and delivery of manager workshops on frameworks (job architecture, succession, LD processes).
* Provide guidance and tools to strengthen managers' ability to manage roles, evaluate jobs, and discuss career pathways.
Competencies And Requirements
The ideal candidate will have at least five years' experience in Learning Development, Talent, or Organisational Design, with a strong understanding of job architecture, grading frameworks, succession planning, and talent mapping. They will be comfortable supporting the development and integration of LD frameworks, processes, and governance standards, including Training Needs Analysis, tracking, and metrics. Strong analytical capability and the ability to interpret data to provide insight are essential, alongside proven experience in designing or supporting manager training and development initiatives. The role requires excellent collaboration and influencing skills, commercial awareness, and the ability to balance strategic thinking with hands-on delivery. Adaptability, problem-solving, and resilience in a fast-paced transformation environment will be key to success.