Talent Development Partner at Perkbox

London, England, United Kingdom -

Full Time

Start Date

Immediate

Expiry Date

09 Jun, 26

Salary

0.0

Posted On

11 Mar, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Performance Management, Talent Development, Manager Enablement, Employee Engagement, OKR Tracking, Performance Interventions, One-on-One Practices, Development Planning, Workshop Delivery, Career Frameworks, Induction Delivery, Probation Management, Survey Coordination, Internal Communications, Stakeholder Partnership, Data Analysis

Industry

Consumer Services

Description

The Talent Development Partner plays a pivotal role in strengthening manager capability, embedding high performance standards, and accelerating employee development across Perkbox. Reporting to the Head of Talent & Employee Development, this role combines performance delivery, manager enablement and employee engagement execution. You will work closely with managers, SMT and the wider People team to ensure performance expectations are clear, development is purposeful, and engagement initiatives translate into meaningful action. Operating in a fast-paced, performance-focused environment, you will own the day-to-day delivery of performance and development frameworks while supporting the coordination of engagement and communication initiatives. This is a visible, relationship-led role that requires confidence, organisation and commercial awareness. This role is particularly suited to someone who has built a strong foundation in HR or People and is looking to deepen their expertise in performance, capability and development within a scaling, impact-driven business. Key Responsibilities Performance & Capability Own the operational delivery of the performance cycle (OKRs, reflections, timelines and completion tracking) Drive consistency and quality in performance conversations across the business Support early performance interventions, equipping managers with practical tools and confidence Embed meaningful 1:1 practices and development planning standards Monitor performance data trends and flag risks or inconsistencies Manager & Development Enablement Deliver manager enablement workshops focused on feedback, accountability and development conversations Support rollout and adoption of career and skills frameworks Curate practical development pathways aligned to business priorities Ensure learning initiatives drive measurable behaviour change Evaluate effectiveness and continuously improve programmes Employee Lifecycle & Standards Own delivery and improvement of induction experiences Embed clear probation standards and support manager checkpoints Ensure new starters are set up for performance clarity and early success Identify and escalate lifecycle risks impacting performance or retention Engagement & Communication Coordinate the engagement survey cycle (timelines, comms, tracking) Support SMT follow-through on engagement action plans Draft and manage core internal communications Support recognition embedding aligned to behavioural standards Coordinate Culture Champions activity in alignment with strategic direction Collaboration & Stakeholder Partnership Act as a credible partner to managers and SMT on performance and development matters Work closely with People Operations to ensure accurate reporting and process consistency Collaborate with the Senior Consultant (engagement strategy) to ensure alignment between performance and engagement activity Contribute to strengthening the overall People operating model Performance & Manager Effectiveness Performance cycles are delivered smoothly, on time and with strong completion rates Managers demonstrate increased confidence and consistency in performance and development conversations Meaningful 1:1 practices are embedded and widely adopted Early performance issues are addressed proactively and constructively Onboarding & Time to Performance Induction experiences equip new starters with clarity and confidence from day one Time-to-contribution improves, with measurable acceleration in ramp-up Probation processes are clear, consistent and focused on early success Development & High-Leverage Skills Priority, high-impact skills aligned to business needs are identified and actively developed Development pathways are well-used and valued by employees Employees report greater clarity around growth and progression opportunities Engagement & Follow-Through Engagement survey participation remains strong and action plans are visibly progressed Recognition behaviours are increasingly embedded across teams Managers and SMT demonstrate ownership of engagement and development commitments To be successful, you'll have: Experience in HR, People, Performance or Talent roles within a fast-paced business Strong understanding of performance management processes and manager accountability Experience supporting or delivering development and enablement initiatives Confidence working directly with managers and senior stakeholders Strong facilitation and coaching capability Comfortable using data to identify trends and inform action Highly organised, delivery-focused and commercially aware Bonus points if you bring: Experience operating in a performance-oriented or scaling environment Exposure to career frameworks or capability mapping L&D, HR or coaching qualification Experience coordinating engagement survey processes Why Perkbox? In 2025, Perkbox and Vivup came together under one name: the new and evolved Perkbox. We joined forces to create something bigger and better - a single, unified platform built to care for, connect with, and celebrate employees in all areas of life. With more than 20 years of combined experience across public, private, SME and corporate sectors, we’re now supporting over 4 million employees across 7,500 organisations. From access to expert mental health services to help with the cost of everyday essentials, our expanded range of benefits and wellbeing tools meets people where they are - at work and beyond. Together, we’re redefining what employee benefits can be. And we’re just getting started. The Interview Process Our interview process involves 3 main stages: Short call with a member of the TA team 30-minute video call with Hiring Manager and one other team member Final Interview and task with two members of the team Our average process takes around 2-3 weeks, but we will always work around your availability. You will have the chance to speak to our recruitment team at various points during your process. If you have any specific questions ahead of this, please contact us on talent@perkbox.com We’re committed to being an inclusive employer and creating a fair workplace for all. We encourage applications from candidates across all backgrounds, circumstances, ages, disabilities, ethnicities, religions or beliefs, gender identities, or sexual orientations We're happy to offer reasonable adjustments during our hiring process. Just let us know, and we'll make it work for you. Your comfort and success matter to us!

Responsibilities

This role is responsible for the operational delivery of performance cycles, driving consistency in performance conversations, and enabling managers through development workshops. The partner will also own the delivery and improvement of induction experiences and coordinate employee engagement survey cycles.