The posting
Job Description
Oxford (Hybrid) | Global Scope
Shape Careers. Build Leaders. Influence the Future. What if your next role wasn't simply about running talent processes, but about helping shape the future leadership of a global organisation? At Lucy Group, we're investing in our people and building the leadership capability needed for the future. As our Talent Development Partner, you'll work as part of the Talent Development Centre of Excellence team, playing a central role in identifying, developing and accelerating the talent that will drive our business forward.
This is an opportunity for someone with disciplined delivery—someone who can turn talent insights into action, build career pathways that create real opportunity, and use learning and development to strengthen business performance.
You'll work closely with senior leaders and colleagues across our global business to implement and execute the Talent Development strategy. You'll help managers make confident talent decisions, strengthen succession pipelines, and ensure our people have the experiences, development opportunities and support they need to progress and succeed.
If you're passionate about talent, leadership development and creating meaningful career opportunities for others, this is a role where your influence will be seen and felt across an international organisation. ________________________________________ What You'll Be Doing Imagine joining a business where your work directly impacts who our future leaders will be. You'll lead our Group-wide succession and talent review processes, translating the Talent Development strategy into consistent, high-quality delivery. Your work will help the organisation identify critical talent risks and ensure high-potential employees receive the focused development experiences they need to prepare for future leadership opportunities.
You'll be the driving force behind transforming succession conversations into meaningful development actions by: • Building and strengthening succession pipelines across the Group • Turning talent review outcomes into measurable development plans • Coordinating stretch assignments, cross-functional exposure and career-enhancing development opportunities • Working with leaders and HR teams to ensure accountability for talent progression • Monitoring successor readiness and providing evidence-based insight on talent strength and risk • Ensuring critical roles have credible succession plans in place
Beyond succession planning, you'll shape how performance and development come together to create a high-performing culture. You'll help leaders have better conversations, set clearer objectives and create stronger development plans by enhancing our performance excellence framework and embedding best practice across the business. ________________________________________ A Role With Global Influence As part of the Talent Development Centre of Excellence, you'll be connected to a strong network of specialist expertise and leadership support. You'll partner with: • Senior business leaders, who will provide direction and sponsorship • HR Business Partners, who will connect talent priorities with business needs • Data analytics colleagues, who will provide the insight needed to support evidence-based decisions • Compensation and Benefits specialists, who will help ensure talent solutions are aligned and competitive • Peer-level colleagues across Talent, Learning and Development, and the wider HR community • The Oracle systems team and functional experts across our global business
We work as one team to deliver our processes and strategy. You'll bring people, data and expertise together, creating the alignment and shared accountability needed to turn talent priorities into measurable outcomes. This is a highly visible role where you'll build trusted relationships across the organisation, contribute as a valued member of the Centre of Excellence, and become a key voice in how talent is developed globally. ________________________________________ Help Shape Careers Across Lucy Group You'll play a key role in designing and delivering development solutions that allow employees to grow meaningful, long-term careers. Your work will include:
Talent & Succession • Leading Group-wide talent and succession review activity • Strengthening succession coverage and reducing critical role risk • Monitoring development delivery and successor readiness • Producing evidence-based talent insights and reporting
Performance Excellence • Enhancing performance management frameworks and tools • Supporting managers in objective setting and development conversations • Facilitating calibration discussions and performance reviews • Driving consistency, quality and adoption across the organisation
Learning & Development • Delivering talent and learning programmes • Facilitating development workshops and learning sessions • Conducting training needs analysis using business and talent data • Evaluating learning effectiveness and return on investment
Career Pathways & Capability Development • Identifying future capability requirements • Analysing skills gaps and organisational capability needs • Maintaining competency frameworks • Creating clear career pathways that help employees understand how they can progress and succeed
Oracle Talent Management • Supporting and improving talent profiles, goals, development planning, succession and performance tools • Working closely with the Oracle team to enhance user experience, reporting and data quality • Driving adoption of talent management technology across the business ________________________________________ What Success Looks Like In this role, you'll help create a culture where talent is identified earlier, developed faster and retained longer. You'll know you're making an impact when: • Leadership pipelines are stronger and more diverse • Successor readiness continues to improve • Critical talent risks are reduced • Managers are having better quality performance and development conversations • Employees have greater visibility of career opportunities • Learning investment is translating into measurable business outcomes
Most importantly, you'll help people build careers they may never have thought possible. ________________________________________ What You'll Bring We're looking for someone who combines strategic thinking with strong delivery capability. You'll likely have: • CIPD Level 5 in Learning & Development (or equivalent) • Proven experience in talent management, succession planning and leadership development • Experience facilitating talent reviews and calibration discussions with senior stakeholders • Strong programme management and organisational skills • Experience designing and delivering learning and development initiatives • Confidence working with data and translating insights into action • The ability to influence, challenge and engage senior leaders constructively • Experience turning talent review outcomes into measurable development activity • Excellent communication and stakeholder management skills • A passion for helping individuals and organisations reach their full potential • Experience with Oracle Fusion Learning & Grow and Korn Ferry competency frameworks would be advantageous. ________________________________________ Why Join Lucy Group? At Lucy Group, you'll join a business with a rich heritage and a forward-looking ambition. You'll join a collaborative global team with the specialist support, leadership direction and peer partnership needed to succeed. In return, you'll have the opportunity to influence senior stakeholders, shape future leaders and create meaningful career opportunities for employees around the world.
This is more than a talent role. It's an opportunity to leave a lasting impact on the people, leaders and future capability of an international business. If you're excited by the idea of helping people realise their potential while shaping the future leadership of a global organisation, we'd love to hear from you.
Responsibilities
Responsibilities
- Training needs analysis and L&D advice – to support with specialist advice around training needs and the linking of L&D activities to support skills gaps and career growth.
- Manager coaching – to coach managers on how to have effective performance and development conversations and how to create quality objectives.
- Training and facilitation – the delivery of inhouse training and facilitation using a range of delivery methods including face to face and online.
- Talent management– conducting facilitated discussions with managers on performance/potential (9 box grid), identifying critical roles, creating succession plans, and the creation of talent pools.
- Talent data analysis – analysis of talent and skills data to help inform workforce planning and talent discussions.
- E-Learning design – Create bespoke eLearning courses to support business specific policies, training, and initiatives.
- Programme design – Design targeted inhouse training programmes to plug identified skills/knowledge gaps.
- Graduate/Apprenticeship mentoring – to support managers training, advice and guidance on mentoring Apprentices and Graduates.
- Compliance, mandatory training, and ISO compliance – manage the process of compliance and mandatory training, provide reports and support in line with the annual programme. Update forms, policies, and processes in line with ISO requirements.
- Reports – Produce monthly reports to the Global Head of Leadership, Coaching and Development.
- Career pathway design – To design career pathways for individual roles or functional areas utilising Korn Ferry skills and collaborating with subject matter experts.
In addition to the above core responsibilities, you will be required to undertake specialist projects and administration to support the training life cycle from Oracle request approvals to course evaluations.
Qualifications
Qualifications, Experience & Skills
• Minimum of CIPD Level 5
The role will require skills and experience in the following:
Develops Talent
Develops people to meet both their career goals and the organisations goals. For example, consistently shares ideas, insight, and best practices to help people reach their development goals and achieve optimal results. Can use multiple talent assessment tools e.g., 9 box grid.
Collaborates
Builds partnerships and works collaboratively with others to meet shared objectives. For example, enlists a range of stakeholders to add value; ensures they are well informed, and surprises are avoided. Confronts and challenges "us vs. them"; shows strong appreciation for others' efforts toward shared goals.
Communicates Effectively
Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, disseminates knowledge, insights, and updates in a polished, precise, and compelling manner. Demonstrates a deep interest in others' comments. Creates rich documents and reports.
Learning and Talent Development
Uses comprehensive knowledge and skills to act independently while guiding and training others on motivating all employees to learn, grow and develop so that they can obtain the knowledge and experience they need to help the organization reach its goals.
Apprenticeships
Has good knowledge and acts with some support on apprenticeship related aspects, including promotion, utilisation, identification. Provides guidance and training to others to further understand how apprenticeships can support the different business areas/functions and works with line managers to develop CPD for apprenticeships.
Change Management
Utilising competent knowledge and skill and is able to independently develop structured approaches to change to help ensure a beneficial transition while mitigating disruption.
Career pathways
Design and develop a series of structured and connected education/training programs that enable employees to advance their career over time.
Training delivery and facilitation
Can deliver training and facilitation to a wide audience using multiple methods of delivery including virtual online and face to face.
Oracle Talent & Learning module
Can pull reports, analysis data and train others in the use of the system.
