Talent Management Specialist

Our vision is to be the best place for healthcare anywhere and the best place to work in healthcare.

We believe that every life deserves world class healthcare.

Job Summary

Salary: Competitive Depending on Experience

Hours: Monday to Friday 9am to 5pm

Location: 40 Grosvenor Place London SW1X 7AW

Contract: Permanent

What are we looking for

Reporting to the Head of Talent in the London HR Team you will be responsible for developing and overseeing the Talent Management agenda for the London team. The role is principally internal-facing working with business leaders to identify nurture and develop the best internal talent for meaningful career development and progression. The initial focus will be on the senior management and manager-level groups creating robust succession plans for these levels. Aspiring Manager and talented individual contributors will also will also be two key groups of focus.

What makes us different

Cleveland Clinic London offers a brand-new high-acuity environment with the very latest equipment where caregivers are encouraged to grow their expertise across multiple specialties and in collaboration with expert clinicians. Our Mission Caring for life researching for health and educating those who serve assures our unwavering commitment to professional development.

What will your duties include

Talent Management & Succession

• In alignment with Head of Talent define talent management strategy to promote for both clinical and non-clinical directorships

• Define approach to succession-planning focussing initially on ET-1 and ET-2 levels of senior management to ensure a robust succession plan exists for all executive and senior leadership roles
  Assess existing talent at senior management level identify and evaluate top talent and identify potential gaps.

• Develop a robust approach towards talent management of Manager and Aspiring Manager populations

• Develop Succession Pools for Manager and Aspiring Manager groups considering readiness capability diversity and inclusion

Leadership Development

• Integrate talent assessment and talent development programs partnering with Head of Talent and Leadership Development specialist

• Align identified talent pools with appropriate development programmes so the development enriches the talent pools in a targeted manner towards succession planning and planned talent development objectives

• Support with High Potential Development programmes ensuring a combined approach to talent development for Cleveland Clinic Londons internal talent.

• Develop Cleveland Clinic Londons approach towards talent management of individual contributors and define career pathways for talent outside of more traditional people management and leadership roles

• Align with Talent Acquisition function to forecast where gaps in internal succession planning may require external talent pools to be developed

• Align with Group Talent Management and International Mobility functions to ensure group best practice followed in Cleveland Clinic London and identify opportunities to collaborate globally in Talent Management and succession planning space.

• Measure and report on the effectiveness of succession and talent management activities

• Support HRLT with Talent Management evaluation aligned to key events in the annual performance management calendar eg APR reviews Merit reviews

What we need from you

• Bachelors degree in a relevant discipline strongly preferred

• CIPD Level 7 - desirable.

• Demonstrable track record over several roles or equivalent experience in talent management and succession planning

• Experience of using talent management methodologies in workplace to support talent management

• Track record of success in creating robust succession plans for senior management teams

• Experience of enriching talent pools though leadership development and similar learning interventions either directly or in collaboration with L&D professionals

• Experienced (and ideally certified) in the use of performance assessment tools e.g. Hogan

What can we offer you

As a private hospital with no shareholders we reinvest all profits back into our organisation. This allows us to provide meaningful tailored support and development opportunities for our caregivers - alongside a range of benefits including:

• 25 days annual leave plus Bank Holidays
• Double-matched salary exchange pension contribute 5% and well contribute 10%
• Private Medical & Dental Insurance
• Life Assurance
• Season Ticket Loan & Cycle to Work schemes
• Workplace Nursery Scheme
• Wellbeing Hub with mental health coaching and EAP support
• Earned Wage Access - get early access to part of your pay when needed
• Access to discounts on food retail and more

Who we are

Cleveland Clinic is one of the leading providers of specialised medical care in the world providing clinical excellence and superior patient outcomes for almost 6 million patient visits per year across more than 200 locations. We employ over 80000 caregivers worldwide and continue to drive innovation in healthcare.

With over 100 years of history our Patients First philosophy is at the heart of everything that we do.

Disclosure and Barring Service (DBS) Check

This role may be subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order (as amended) and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (DBS) to check for any previous criminal convictions.

Lets deliver World Class care together!

As an equal opportunities employer we aspire to work together to promote a more inclusive work environment which represents our commitment to celebrate diversity.

CCL is committed to applying its Equal Employment Opportunity/Workforce Diversity and Inclusion Policy at all stages of recruitment and privileging. Shortlisting interviewing and selection will always be carried out without regard to any Protected Characteristics. When aware of the need to do so and when required CCL will make reasonable adjustments to its arrangements for interviews and to conditions of employment/engagement for disabled applicants to ensure so far as practicable that they do not place such applicants at a substantial disadvantage in comparison to non-disabled applicants.