Talent & Development Partner

Key Responsibilities

• Partner closely with the Head of Talent & Development to deliver a consistent, high-impact approach to talent and succession planning across the business.
• Design and deliver leadership development programmes (including Management Essentials and Emerging Leaders) that build capability, strengthen performance, and support long-term growth.
• Lead the annual talent review process for senior populations, working with HRBPs and business leaders to identify future successors, assess readiness, and define clear, actionable development plans; evolving frameworks in line with business growth.
• Develop targeted pathways for high-potential talent; accelerating readiness for critical roles; strengthening leadership and specialist pipelines.
• Promote internal mobility by shaping clear, practical career pathways, working in partnership to ensure frameworks are relevant, accessible, and used across the business.
• Use talent data and insight to inform workforce planning, identify gaps, and guide decision-making.
• Support the ongoing development of CFC’s performance framework, ensuring it is clear, practical, and aligned to business priorities.
• Lead the annual performance cycle; driving clarity, consistency, and strong adoption across teams.
• Equip leaders with the tools and confidence to set meaningful goals and have effective performance and development conversations.
• Track impact through data and feedback; using insight to continuously improve the effectiveness of talent and performance initiatives.
• Support calibration and governance processes to ensure fairness, consistency, and rigour across the organisation.
• Refresh tools and templates to improve usability; and bring the experience in line with a more modern, best-in-class Talent & Development function.

Skills, Knowledge and Expertise

• Experience in financial services, insurance, or a fast-paced commercial environment, with a clear understanding of how talent drives business performance.
• Proven track record delivering leadership and high-potential programmes that strengthen capability and support progression.
• Strong experience in succession planning and talent reviews, able to run credible, pragmatic processes with senior stakeholders.
• Data-led in approach, using insight to inform decisions and measure impact.
• A confident facilitator and collaborator, able to influence, manage priorities, and deliver at pace.
• Experience working with external partners and learning tools, with a focus on quality, relevance, and value.
• A clear communicator with a commercial, outcome-focused mindset.