Senior Manager, Global Talent

Location: London, United Kingdom
Industry: FMCG Beauty
Reports To: Senior Director, Talent Management and Development

Help Forge the Future of our Global Workforce

As a global leader in Beauty, Wella Company is known for its innovative products and commitment to excellence, creativity, diversity, inclusion and growth. We are seeking a dedicated and strategic Senior Talent Manager who will help to drive our people agenda and shape the future success of how we develop & invest in our talents and teams. This role plays a pivotal role in developing and implementing our talent processes relating to Culture & Inclusion, Employee Engagement, Performance Management and Learning & Development. Central to this role is the ability to balance strategic planning with operational execution with key responsibilities for advancing engagement, fostering learning and development and ensuring robust talent management processes across the total company. The successful candidate will collaborate closely with senior stakeholders and cross-functional teams to nurture a thriving, high-performing workforce. This role partners with the broader HR team on cross-functional initiatives and works collaboratively to drive strategic goals, contributing to the organization’s commitment to an inclusive, engaging, and growth-focused work environment. The ideal candidate will have had prior Talent experience and bring  with them an AI, data-driven mindset, strong communication skills and a passion for developing people-centric solutions that align with our Company's vision.

   KEY RESPONSIBILITIES

Key responsibilities involve designing and implementing robust talent processes that drive organizational performance, foster employee engagement and build future leadership capabilities, by focusing on three core pillars:

Cultivating Engagement, Inclusion & Culture

• Operational Duties: Manage day-to-day talent operations and annual operating cycles related to employee engagement surveys, performance management, succession planning & L&D initiatives. Acts as the bridge with the HRIS team to integrate changes into HR Systems. Ensure compliance with policies and uphold best practices in all processes.

• Employee Engagement: Design & execute innovative global engagement initiatives that boost engagement and foster a vibrant, inclusive, and connected company culture.
• Listen & Act: Deploy cutting-edge listening strategies (surveys, focus groups, analytics) to understand the pulse of the organization and translate insights into actionable initiatives.
• Champion DE&I and Belonging: Serve as the guardian of Wella Company values, ensuring every employee feels valued, heard and empowered to contribute their best work. Implement global DE&I initiatives to foster the overall DE&I strategy.

Elevating Performance, Potential & Impact

• Strategic Workforce Planning: Develop and implement talent management strategies aligned with business goals and conduct workforce planning to identify talent gaps.

• Performance Management: Manage robust goal-setting frameworks and feedback loops that align individual impact with our global framework of Simplicity, Speed, Accountability & Intensity (SSAI). Revisit traditional reviews into forward-looking, continuous growth and development conversations that inspire excellence and unlock potential. Ensure an integrated talent management approach online with the respective HRIS, for a positive employee experience.

• Talent Management and Succession Planning: Develop and maintain talent pipelines, succession plans, and career development frameworks. Support the HR function to conduct regular talent reviews and ensure readiness for critical roles, supporting business continuity and growth. 

Igniting Growth & Mastery (Learning & Development)

• Curate Learning: Design, implement and manage a dynamic global L&D ecosystem, curating a mix of internal and external learning opportunities (workshops, digital platforms, coaching) tailored to future skills. Tailor training solutions and evaluate the effectiveness of development activities to ensure ongoing capability building.
• Build & Secure Future Skills: Utilise AI and a digital approach to proactively identify organizational capability gaps and build strategic programs to upskill and reskill our workforce for tomorrow's challenges.
• Foster a Learning Culture: Champion a culture of curiosity and continuous learning, making growth a core part of the company talent strategy.

 QUALIFICATIONS

Key Requirements:

• A strategic thinker with proven experience in a global HR or Talent Management role. Strong understanding of standard HR practices within the annual people process cycles and the ability to drive consistent execution at relevant touchpoints.
• A data-driven decision-maker with a keen eye for human dynamics and passionate about creating exceptional employee experiences.
• Excellent communication skills and influencer capable of engaging stakeholders at all levels, across all cultures.
• Demonstrated ability to manage multiple projects and deadlines, consistent follow through and complete tasks within timelines.
• Results-driven and solution-oriented, with a proactive approach to challenges.
• Comfortable working with ambiguity, in a fast-paced environment, with the ability to act with pragmatism, commercialism and composure.
• Exposure to HR analytics tools and proficiency in Excel at no less than intermediate level.
• Proficiency in drafting reports, policies and processes with clarity and precision.
• Capability to work interdependently across different functions and cultural contexts within the organization.
• Fluency in English, both written and spoken.

Desirable Qualifications:

• Certifications such as CIPD
• Proficiency in additional language(s)
• Relevant Bachelor’s Degree in an applicable field
• Education: Degree-level qualification in Human Resources, Business Administration, or a related field. CIPD accreditation (or equivalent) desirable.
• Professional Experience: Proven track record in a HR or talent management role within the beauty, FMCG, or related sectors. Demonstrable expertise in engagement survey management, learning and development, and succession planning.

All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status.