SupercellSenior Talent & Capability Business Partner

任职要求

• 7–10 years of experience across talent management, organisational development, and leadership development.
• A background that spans talent management, L&D programme design and delivery, and strategic people partnering — or equivalent depth in at least two of these with demonstrated curiosity and capability in the third.
• Hands-on experience with succession planning, talent reviews, and capability development.
• Experience partnering with senior leaders on people and organisational topics.
• A track record of designing and delivering talent or learning initiatives that created measurable impact.
• Experience designing, implementing, and evaluating learning roadmaps — not just individual programmes.
• Experience commissioning and managing external vendors or programme designers for organisation-specific development needs.
• Strong facilitation, stakeholder management, and communication skills.
• The ability to turn business needs into practical talent and capability plans.
• Experience working in a global, fast-moving, or highly autonomous organisation.
• Comfort working with data to identify issues, inform decisions, and measure impact.
• Experience using AI to improve the quality, speed, or effectiveness of your work.
• Good judgement about where AI can support decisions and where human judgement should remain central.
• A proactive, collaborative approach and the ability to navigate ambiguity and remain pragmatic.
• Curiosity, humility, and a genuine desire to help people a…

工作职责

• Partner with People Partners and leaders to understand future talent and capability needs.
• Lead succession planning for critical roles, including successor identification, readiness assessments, and development planning.
• Build and maintain talent pipelines for key and feeder roles across the organisation.
• Identify capability gaps and translate them into clear development priorities at both individual and organisational level.
• Design, implement, and evaluate learning roadmaps that sequence development over time, connecting capability gaps to milestones and measuring progress against them.
• Design and deliver targeted talent and leadership development initiatives — and where needed, commission and manage external vendors or programme designers to build organisation-specific solutions that fall outside the scope of Central L&D.
• Build talent and capability plans that connect succession, development, performance, and learning.
• Partner with Talent Management specialists and People Partners to evolve talent practices and frameworks.
• Partner with Central L&D and Craft Delivery to ensure development solutions are well designed and effectively delivered.
• Support talent reviews and help leaders make informed decisions about development, mobility, and succession.
• Use data and AI tools to improve how we identify, develop, and grow talent.
• Contribute to a culture of learning, feedback, and continuous improvement.