Talent Lead

London (Greater)
£89,286 to £91,861 plus location allowance £2,930 or £984 depending on location
06 Sep 2019
04 Oct 2019
Contract Type
Full Time

Salary: £89,286 to £91,861 plus location allowance £2,930 or £984 depending on location. You will receive £89,286 the band minimum. Progress to the band maximum of £91,861 will be via incremental progression.

Location: Across London

The Met’s job and mission is clear: keeping London safe for everyone. For most of our people that is why they joined the Met in the first place. As an organisation the Met wants to build its capability, ensure its people are well led, equipped and supported, while championing difference and diversity of thought to create an environment where everyone thrives. We can only deliver our strategy and mission through the quality and engagement of our people.

The Metropolitan Police is the largest force in the UK, with 25% of the total budget. It has over 30,000 officers and 15,000 police staff and is responsible for law enforcement in Greater London and the coordination of significant responsibilities such as counter terrorism.

The Talent Lead will be responsible for creating a Met-wide strategy that will identify and develop talent to deliver our Met Direction strategy. Sitting in the HR Centre of Expertise, they will be responsible for the design, evaluation and implementation of all talent initiatives. Helping to select the service delivery partners (in-house or out-sourced) and monitoring ongoing performance through a framework of SLAs. Working closely with senior business leaders to develop an overarching performance management and talent framework.

With an in-depth understanding of customer needs and data, they will predict future needs and adapt to the changing context, politics and marketplace through creating resilient solutions. Developing effective performance management and career development frameworks which empower people for taking responsibility for their own development. Designing succession planning models which identify future leaders and specialist capabilities.

Acting on a Met-wide basis as a pro-active talent broker, ensuring the targeted movement of talent across the organisation to build individual and organisation capability. Building senior sponsorship to champion and drive talent initiatives and ensure they are implemented effectively. Create talent champions as a corporate-wide resource to ensure identified talent is exposed to an appropriately diverse set of development challenges across the organisation. Hold leaders to account for building talent.

Identifying the type of interventions needed to ensure senior and potential leaders have the appropriate experience and capability as individuals and as a part of a leadership team to fulfill the organisation’s strategic ambitions.

Developing the Met’s Talent and Development Strategy and Policy, owning the identification of talent and development requirements across different ranks and grades. Shaping and establishing the organisation’s approach to identifying, reviewing and supporting talent.

Designing and introducing a range of talent engagement and development programmes as a means to support the progression and retention of key internal talent pools - through the use of differentiated and targeted talent offerings. Targeting risk areas and supporting the organisational plan for The Career Development Service (CDS) supports progression, retention and diversity aspirations (including 3, 5 and 10 year workforce targets for recruitment and progression of female and BME officer and staff).  

Championing the benefits of high potential, talent development and experiential learning programmes – that actively encourage the role of line and senior management in supporting, coaching and providing experiential learning opportunities for specific talent cohorts.

Ensuring talent development programmes are creating value for the organisation by using them to underpin succession and contingency planning approaches across the Met. Creating a range of related career development and experiential learning pathways.

Identifying talent scheme delivery providers – both internally (HR Service Delivery) and externally amongst third party providers. Seeking best value for the Met and evaluating the effectiveness of the relevant programmes through robust scrutiny and performance management of the service providers. Being proactive in researching market trends and good practice and innovative programmes, to develop a Gold Standard of Talent and Succession models.

Determining the resource requirements for the CDS and commissioning into out-sourced provider for managing Tier 1 and 2 demand and into HR Service Delivery to ensure the effective delivery of the programme (e.g. virtual classrooms & webinars, quarterly career development/mentoring programmes).

Determining the Met’s performance management approaches and defining how they are used to support succession planning and the gateways to development processes.

Determining the Met’s succession planning approaches ensuring that future talent can be identified and there is timely progression & supply of skills to fulfil workforce planning requirements for leadership roles and critical skills.

Building stakeholder engagement and working with key stakeholders beyond the Met in partnership to deliver mutually beneficial talent development programmes.

Oversight and management of the Met’s membership of industry wide Coaching and Mentoring networks – ensuring they are delivering real benefit for the organisation.

Developing comprehensive communication and engagement plans and implementing them to ensure talent initiatives land well across the organisation and are adopted.

Working closely with the Diversity & Inclusion Lead to support positive action interventions ahead of promotion activity.

Works closely with the Head of Leadership to ensure the alignment of development programmes and objectives. Engaging with the relevant senior leads in Professionalism to meet identified development requirements and ensure all Met approaches in the development space are clearly defined and integrated.

To apply, please visit click on the apply button to download a role specific information pack and click on the link to complete and submit the online application form and CV.

Completed applications must be submitted by 23.55pm on 4th October 2019.

We view diversity as fundamental to our success. To tackle today’s complex policing challenges, we need a workforce made up from all of London’s communities. Applications from across the community are therefore essential.


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