Talent Development Partner, Early Careers

Role Overview

• Lead the evolution of Early Careers into a strategic talent pipeline, shifting the focus from attraction volume to long-term capability, development and succession
• Partner with legal leaders and People Business Partners to align future talent strategy with the business growth plans, workforce needs and future skill requirements
• Use data, feedback and insight to continuously strengthen the firm’s future talent offering and identify capability gaps across the pipeline
• Ensure the firm’s approach to emerging talent supports its reputation as a destination for high-calibre future professionals
• Own the firm’s future talent development framework, ensuring a structured pathway from induction through to qualification
• Strengthen leadership accountability for developing future talent by equipping supervisors and partners with the tools, expectations and confidence to coach and grow junior professionals
• Provide expert guidance on performance, progression and qualification decisions, ensuring rigour, fairness and alignment to firm standards
• Design and facilitate development initiatives including workshops, coaching and Action Learning Groups that support both trainees and supervisors
• Contribute to the wider Talent Development agenda by supporting the design and delivery of manager and leadership development initiatives
• Ensure strong governance and continuous improvement of the firm’s future talent development framework
• Build and develop the capability of the Early Careers Coordinator, embedding a development-first approach to programme delivery
• Work closely with the Talent Development Co-Ordinator and People Operations team to ensure effective programme processes and smooth delivery of key activities
• Manage the Early Careers budget and ensure value-driven investment in development activity
• Use learning systems, data and feedback to monitor engagement and evaluate capability development outcomes

Requirements

• Experience leading or partnering on early careers, graduate or professional development initiatives
• ideally within the legal sector
• Strong understanding of SRA guidelines
• Strong business partnering capability
• Strong influencing and stakeholder management skills
• Understanding of talent development, succession planning and workforce capability
• Experience designing and facilitating development initiatives for professionals or leaders
• Strong understanding of adult learning approaches, including practical workplace
• Experience using learning systems, data and insight to evaluate and improve development initiatives
• Confidence working in complex stakeholder environments and managing sensitive conversations
• A natural team player with a can ‑ do mindset

Benefits

• Competitive salary
• Flexible approach to working hours
• Hybrid working
• Private Medical Insurance
• Discretionary bonus opportunities
• Pension scheme
• Life Assurance & Income Protection
• 25 days annual leave plus Bank Holidays (increasing with length of service)
• Option to buy additional leave each year
• Additional discretionary leave days
• Enhanced Maternity, Paternity & Adoption Leave
• Career development and progression opportunities
• Wellbeing and Mental Health Benefit (24/7 Employment Assistance Program & Support)