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Our purpose focuses on how we contribute to society, and how our business decisions can contribute to greater trust and solving important problems. In order to achieve our purpose and deliver a first-class service to our clients, we need first-class support internally. The people who power us - our internal teams - have a vital role to make sure we have all the right resources, services and technology to be the best we can be. Not all of us work directly with external clients.

The role

The Talent Management Senior Manager is a subject matter specialist who will lead on one or more of the priority focus areas identified in the UK Talent Management Strategy, playing both a strategic thought leadership role, and partnering role with each Line of Service (LoS) to support the effective implementation and improvement of how we execute our Talent Management strategy.

Working alongside the Head of Talent Management this role will work with other Human Capital Centre of Excellence Leaders and specialists and the Senior Manager Team Leaders (SMTLs) / People Directors in each LoS. This role will also work with a Manager in the Talent Management Team.

The Talent Management team sits within the Talent, Development and Coaching CoE, that has been newly formed (March 2023). This team incorporates a professional coaching capability as well as the majority of the learning design, firmwide learning programmes and learning strategy capabilities. This team also partners closely with the Performance Management, Organisation Effectiveness, inclusion and diversity and Strategic Workforce Planning teams.

Key Accountabilities

This position will:

• Collaborate with CoEs and LoS on developing initiatives that are aligned with our Talent Management strategy and work with LoS People Consultants and Business Managers on execution and delivery of related Talent Management processes.
• Work alongside the LoS to understand their business, escalate challenges/opportunities, and provide specialist advice and support.
• Act as an SME across a range of Talent priorities including: Promotion strategy, Enhancing Talent Review effectiveness, Talent Identification methods and tools, Career Models, Talent MarketPlace solutions and driving accountability/action following talent identification.
• Support the execution of key processes and initiatives e.g. project management, guidance preparation/review, data preparation, google site management etc.
• Drive innovation based on industry trends, emerging technologies and best practices. Know where to source the latest thinking and translate this into PwC’s context to inform our initiatives and ensure we have clear points of view on how to evolve our approach to Talent to be cutting edge.
• Understand what development interventions make the biggest impact for different types of talent and seek to find ways to enhance how we bring these development interventions to life for more of our Talent.
• Be open to participating in Talent Programmes either as an observer or facilitator/coach.
• Demonstrate a personal interest in the development of others.

Essential skills & experience

• Think strategically and align the talent management strategy with the overall business strategy. This requires the ability to analyse data, identify trends, and make informed decisions.
• Excellent communication skills to build relationships with stakeholders, including executives, managers, and employees. This requires the ability to listen actively, empathise, and communicate clearly and concisely.
• Strong analytical skills to analyse data related to talent management, identify trends, and make data-driven decisions. This also requires the ability to use analytics tools and interpret data.
• Manage change effectively, including implementing new talent management initiatives, processes, and technologies. This requires the ability to communicate change, build support, and manage resistance.
• Strong understanding of the business, including its strategy, goals, and objectives. This requires the ability to understand the financial implications of talent management decisions and to align talent management with business objectives.
• Ability to demonstrate sensitivity to the competing pressures.
• Experience collaborating with SMEs, business stakeholders, and technology teams to improve processes and build a team embracing continuous improvement.