Talent Strategy Manager

Responsibilities

• Client Delivery & Engagement
  • Lead day-to-day client engagements on assigned workstreams, serving as a key point of contact for senior client stakeholders.
  • Plan and contribute to client workshops, discovery sessions, and working group meetings translating insights into structured recommendations.
  • Prepare and present client-ready outputs including frameworks, diagnostic findings, design options, and implementation roadmaps.
  • Support Senior Managers and Directors in managing overall engagement delivery, contributing to quality assurance and milestone tracking.
  • Build rapport and credibility with mid-to-senior client stakeholders, laying the groundwork for long-term advisory relationships.
• Operating Model & Organisational Design
  • Target operating model design engagements from current-state diagnostics through to future-state design and implementation roadmaps.
  • Contribute to organisational structures, spans and layers, role architecture, and governance frameworks that align to their strategic direction.
  • Produce high-quality deliverables including design principles, Target Operating Model blueprints, and role accountability matrices.
  • Translate operating model decisions into tangible operational processes — ensuring new ways of working are practical, embedded, and measurable.
• HR Reinvention
  • Help shape a clients HR transformation journey by defining their future HR operating model, service delivery approach, organisation structure and capabilities required to support the business strategy.
  • Understand the end-to-end HR capability landscape by bringing strong knowledge across areas such as talent, workforce planning, learning, performance, rewards, employee experience, HR operations and people analytics.
  • Connect HR operating model to technology by understanding how platforms such as Workday and SAP SuccessFactors and emerging AI solutions to enable HR processes, employee experience, automation and data-driven decision-making.
• Talent Strategy
  • Co-design enterprise talent strategies with clients — covering workforce planning, talent segmentation, critical role identification, and capability frameworks.
  • Contribute to talent review and calibration processes, supporting clients to make better, more consistent decisions about their people.
• Change Management and Learning
  • Drive change programmes by shaping and driving the change strategy for large transformations, covering stakeholder alignment, change impact, adoption, communications and business readiness.
  • Design learning and capability solutions, translating new processes, technologies and ways of working into practical learning journeys, role-based training, leadership development and on-the-job enablement.
  • Support business development and client relationships, identifying opportunities, shape proposals, contribute to pitches and position change and learning as a critical part of transformation outcomes.

Requirements

• Experience
  • 5–8 years of experience in talent, human capital, organisational design, or change and learning with client-facing or consulting exposure.
  • Experience managing workstreams or project components in complex, multi-stakeholder environments.
  • Demonstrated ability to produce polished, client-ready deliverables and present findings with confidence to senior audiences.
  • Exposure to AI, digital transformation, or future-of-work agendas is advantageous.
• Skills & Capabilities
  • Strong client presence: professional, articulate, and able to hold a room in senior settings while remaining genuinely curious and collaborative.
  • Structured thinker with the ability to frame complex problems clearly and develop well-reasoned, insight-led recommendations.
  • Excellent written and verbal communication; skilled at crafting materials that are clear, compelling, and visually well-structured.
  • Organised and delivery-focused with the ability to manage multiple priorities, meet deadlines, and keep engagements moving.
  • High EQ and adaptability, comfortable navigating ambiguous client environments and shifting stakeholder dynamics.
  • Collaborative team player who can work effectively both independently and as part of a broader engagement team.