Strategic Talent Planning Lead at EUROWAG Group

London, England, United Kingdom -

Full Time

Start Date

Immediate

Expiry Date

23 Jun, 26

Salary

0.0

Posted On

25 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategic Talent Management, Workforce Planning, Data Analytics, Scenario Modelling, HRIS Management, Talent Sourcing, Stakeholder Management, Career Progression Design, Succession Planning, Talent Strategy, Forecasting, Data Visualization, Influencing Skills, HR Business Partner Collaboration, Capability Building Alignment, Change Navigation

Industry

Financial Services

Description

The Strategic Talent Planning Lead plays a pivotal role in shaping the organisation’s future workforce through a data-driven talent strategy that anticipates future capability needs and defines a clear talent sourcing approach. Working closely with senior leaders, HR Business Partners and Centres of Excellence, this role ensures the organisation is prepared for future capability requirements while also establishing transparent career pathways and promotion processes that strengthen internal mobility and build a strong pipeline of future-ready leaders. Strategic Talent Management • Develop and implement a talent strategy aligned with business priorities, future capability needs, and organisational growth. • Embed workforce planning insights into annual strategic planning and budgeting cycles in partnership with Finance and executive leadership. • Partner with HR BPs to forecast workforce demand and supply, identifying critical skills gaps and emerging roles. • Use scenario modelling and data analytics to inform strategic decisions on resource allocation, location strategy, and capability investment. • Working with the HR IS manager, build and maintain a robust workforce dashboard with metrics on headcount, attrition, skills mix, succession, and promotion readiness. • Define the organisation’s approach to external talent sourcing in partnership with Talent Acquisition and HRBPs, including strategic agency partnerships and preferred supplier lists. Data Insight & Reporting • In partnership with the HRIS Manager, lead the design and delivery of talent analytics that drive meaningful workforce insights for leadership decision-making. • Integrate data from HR systems (new HRIS) to provide a holistic view of workforce trends. • Translate complex data into clear narratives and visualisations that inform strategic action. • Continuously evolve workforce KPIs and reporting to align with changing business needs. Internal Promotion & Career Progression In partnership with the Talent Development Manager and HR Business Partners: • Design and oversee fair, transparent internal promotion processes aligned to Eurowag Values and leadership frameworks. • Ensure promotion processes are underpinned by data-driven insights on readiness, capability, and diversity outcomes. • Support the creation of clear career pathways and development frameworks to strengthen internal mobility and retention. Collaboration & Stakeholder Management • Partner closely with HR Centres of Excellence, HR business partners, business leaders, and Finance to ensure workforce planning is integrated into strategic planning cycles. • Act as a trusted advisor to senior leadership, providing evidence-based insights and recommendations. • Collaborate with Learning & Development to align workforce insights with capability-building programmes. • Foster a culture of accountability and inclusivity in promotion and career decisions. Skills & Experience • Proven experience in strategic talent management roles, HR analytics, or talent strategy roles within a complex, matrixed organization. • Strong analytical skills with the ability to translate data into strategic insights and clear actions. • Experience using HRIS and analytics tools (e.g., Workday, Power BI, or similar). • Strong stakeholder management and influencing skills, with confidence presenting to senior leaders. • Understanding of career frameworks, succession planning, and promotion governance. • Commercially minded, curious, and comfortable navigating ambiguity. Success Measures • Improved accuracy and insight in workforce forecasting and planning cycles. • Increased internal mobility and clarity of promotion pathways. • Enhanced visibility of critical workforce and succession data. • Strong leadership engagement with workforce data and talent insights. • Data-driven decisions embedded in organisational planning and talent discussions. We care about your well-being and professional growth. Here’s what we offer to make your experience with us truly rewarding: Work-Life Balance: Enjoy flexible hours, the option to work from home, 5 weeks of vacation, 3 health days, and an extra day off to celebrate our company’s anniversary. Benefits Package: Contribution to flexible benefits (Benefit Plus) that you can use for things like technology, multi-sport card, beauty, sports, travel, health services, or even pension contributions. Rewards & Development: Earn up to 1000€ for referring a new colleague, access over 5,000 courses, join online language lessons, and enjoy performance-based bonuses. You’ll also have a personal budget to choose courses or conferences that help you grow professionally. Supportive Environment: Take a day off to volunteer, use our free anonymous psychological counseling service, and enjoy access to our company’s products. Modern Workplace: Work in a comfortable office with ergonomic furniture, a sunny summer terrace, and plenty of perks like free coffee, tea, and fresh orange juice every day. Our office is pet- and kid-friendly, has no dress code, and offers a discounted on-site restaurant. Community & Well-Being: Join in on philanthropy projects, where you can support a charity or non-profit organization of your choice with company-matched donations. Have fun at our team-building events, hackathons, Christmas parties, or summer celebrations. Diversity & Inclusion: We’re committed to creating a workplace where everyone feels welcome, with fair recruitment practices that offer opportunities to all.

Responsibilities

This role involves developing and implementing a data-driven talent strategy to anticipate future capability needs and defining clear talent sourcing approaches in collaboration with senior leaders and HR teams. Key duties include embedding workforce planning insights into strategic cycles, forecasting demand/supply, and establishing transparent career pathways to boost internal mobility.