Junior Talent Manager
Government Digital Services -
What you'll do
You will deliver fit for purpose cross government digital talent schemes with responsibility for the following packages of work:
- Establish and implement the key products, processes and best practice standards associated with proactive planning and management of executive talent, including:
- Defining and maintaining priority and critical leadership skills and roles;
- Capturing understanding and acting on market intelligence (regarding executive talent);
- Preparing for, attending and minuting regular senior talent forums;
- Developing and implementing interventions for talent within the profession;
- Succession planning and maintenance of central talent insight.
- Partner with cross government leadership teams and HR Directors to support Senior Civil Service (SCS) succession planning and sourcing of executive level critical skills.
- Build and maintain strong stakeholder relationships (including with departmental and profession talent leads, HR Directors and technical specialists across government), acting as the first point of contact for queries, proactively drafting and sending comms as required.
- Promote diversity and inclusion through development and implementation of executive talent strategies.
- Develop evaluation products to assess scheme feedback to ensure continual scheme improvement and the delivery of quality services.
Who you'll be
You will have:
- a background in HR, ideally experience of developing and implementing talent management strategies at a senior level.
- strong communication skills with the ability to manage large amounts of complex information and build and maintain positive stakeholder relationships across government and/or business units. Particularly with those at very senior levels, communicating clearly and persuasively.
- team player with a proactive, problem solving attitude and a desire to develop and support others from a diverse range of backgrounds.
- experience managing projects and ability to deliver and prioritise effectively in a fast-paced environment with a changing landscape.
- deliver at pace and have strong attention to detail and an organised approach.
- confidence using data to evaluate impact and inform decision making and understand the wider context and strategic priorities within which we are working.
Additional Information
The selection process as a standard for all of our CDDO roles consists of:
- An application screening process - Simply, hit apply. We only ask for a Cover letter (up to 750 words and a CV. Important tip - please ensure that your cover letter includes how you meet the skills and experience listed in the “who you’ll be” section above.
- An interview - We will asses you against the behaviours listed and your experience
CDDO offers hybrid working for all employees. This means that everyone does some working from home/remote working and also spends some time in their local office. You will agree to your hybrid working arrangement with your line manager in line with your preferences and business needs.
If we receive a high number of applications, we may decide to include an additional round (this would typically be a short telephone interview or assessment/exercise depending on the type of role).
A reserve list will be held for a period of 12 months, from which further appointments can be made.
Candidates that do not pass the interview, however, have demonstrated an acceptable standard will be considered for similar roles at a lower grade.
Security level for the role; This role requires BPSS security clearance. If further clearance is required in the future, you will be expected to complete this. Further details are outlined in Security vetting for employees.
The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. For further information see https://www.gov.uk/guidance/prison-leavers-project-improving-outcomes-for-prison-leavers
How you'll be assessed
In the Civil Service, we use our Success Profiles. For each role we advertise we consider what you will need to demonstrate to be successful. This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity. We will be looking at your experience, career history and achievements that are relevant to the specific job role. We may assess your ability, strength, experience, technical/specialist skills and behaviours.
For this role the following behaviours are the most relevant:
- seeing the big picture
- managing a quality service
- communicating and influencing
- working together
- delivering at pace
