THE FOLLOWING DOES NOT FORM PART OF THE PUBLISHED JOB PROFILE, AND IS FOR HAY PURPOSES ONLY: Decision Making i) taken independently by the role holder; Manage own workload. Make strategic and tactical recommendations to senior managers in support of the delivery of the University’s talent management strategy. Analysis of talent needs and other data, informing on-going continuous improvement of activities. Recommendations to senior management in relation to policy and other developments, implementation and any associated matters related to talent management development activities. Authority to make decisions within agreed scope relating to content and project action to ensure effective delivery. Operational decision making through the application and interpretation of HR policy and practice in complex situations. ii) taken in collaboration with others; Design, development, and delivery of talent management, career planning and succession planning strategies and approaches with key stakeholders and HR colleagues. Provide advice to managers on aspects of the talent management, succession and progression planning, as well as recruitment and workforce development matters as required. iii) referred to the appropriate line manager (please name) by the role holder. Serious complaints from staff or students Matters which are considered to have a major impact on the University Additional Information This is a fixed term post covering maternity leave. A key focus initially will be in supporting the recruitment, development and career planning of high performing leaders and managers across the organisation. Please confirm that the above is an accurate description of the overarching responsibilities of this role, recognising that the functional tasks will be agreed locally as part of the PDPR and on-going objective setting process. Leadership and Management Director: Date completed :
THE FOLLOWING DOES NOT FORM PART OF THE PUBLISHED JOB PROFILE, AND IS FOR HAY PURPOSES ONLY: Decision Making i) taken independently by the role holder; Manage own workload. Make strategic and tactical recommendations to senior managers in support of the delivery of the University’s talent management strategy. Analysis of talent needs and other data, informing on-going continuous improvement of activities. Recommendations to senior management in relation to policy and other developments, implementation and any associated matters related to talent management development activities. Authority to make decisions within agreed scope relating to content and project action to ensure effective delivery. Operational decision making through the application and interpretation of HR policy and practice in complex situations. ii) taken in collaboration with others; Design, development, and delivery of talent management, career planning and succession planning strategies and approaches with key stakeholders and HR colleagues. Provide advice to managers on aspects of the talent management, succession and progression planning, as well as recruitment and workforce development matters as required. iii) referred to the appropriate line manager (please name) by the role holder. Serious complaints from staff or students Matters which are considered to have a major impact on the University Additional Information This is a fixed term post covering maternity leave. A key focus initially will be in supporting the recruitment, development and career planning of high performing leaders and managers across the organisation. Please confirm that the above is an accurate description of the overarching responsibilities of this role, recognising that the functional tasks will be agreed locally as part of the PDPR and on-going objective setting process. Leadership and Management Director: Date completed :
Talent%20Development%20Manager%20RP%20131115.docx