HR & Talent Development Manager

Kingsley Napley is an internationally recognised law firm based in Central London. We support individuals and businesses in resolving conflict, safeguarding their futures and maximising opportunities. Our wide range of expertise means that we can provide support for our clients in all areas of their business and private life. Many of our lawyers are leaders in their field and our practice areas are highly ranked by the legal directories.

Human Resources

As HR and Talent Development Manager you will work closely with the HR Director, supporting both the day-to-day and strategic HR, learning and development requirements of the firm. As the firm grows in size and complexity, we are looking to develop our talent management strategy, so that it supports the development of our people in a changing environment.

You will take ownership of the design, delivery and implementation of talent attraction, retention and L&D programmes in line with the firm’s business plan; with a focus on employer brand, attraction and selection, engagement, development, retention and supporting diversity and inclusion.

• Design, lead and implement the Talent Management and Development strategy, to support the achievement of business objectives

• Working with key stakeholders including HR Managers, Legal Practice Areas and Business Support teams to Identify and lead on appropriate people solutions to improve performance

• Assess L&D requirements and identify and develop appropriate solutions to support continuous development and address training needs

• Plan and support delivery of leadership assessment and development programmes

• Design and oversee the firm’s internal firm-wide training and wellness programme and where appropriate deliver skills workshops or coaching sessions

• Source, review and manage external training providers ensuring that training courses are as beneficial and bespoke as possible

• Promote the training, learning and development offering through creative and impactful communications

• Manage and improve upon the firm’s performance management tools and processes which includes probation, creating a feedback culture through ongoing supervision and developing the firm’s appraisal process embedding the competency and behavioural frameworks

• Support the wider HR team, partners and managers on the implementation of talent and performance action plans

• Work with the HR Managers and line managers to advise on appropriate learning and development activities for their team and for individuals

• Designing and development of career development pathways, plans and programmes for associates, partners and managers

• Design and delivery of legal and non-legal apprenticeships to include the assessment and development of the schemes and management of the firm’s levy expenditure

• Design and implement a mentoring programme supporting career development

• Facilitate and improve key processes related to on boarding, performance management, talent management, succession planning, employee engagement and retention

• Ensure that keeping induction training and recruitment materials are kept up-to-date

• Lead on employee engagement initiatives, such as engagement surveys, reporting and analytics, network groups and related action points

• Support ongoing projects such as the promotion of the firm’s culture and values and work closely with the firm’s marketing team to design and execute the recruitment/employer brand

• Benchmark the firm’s recognition and reward strategies to support talent attraction and retention

• Support the development of the diversity and inclusion strategy to including scoping, designing and launching a firm-wide programme

• Helping embed and promote the firms D&I strategy by building awareness and understanding of the benefits of a diverse and inclusive workforce and feeding back where areas can be improved

• Assess selection and development techniques to include the use of psychometric testing and other development models and coaching techniques

• Manage the firm’s training budget and provide robust management information to track learning activities, understand return on investment and identify opportunities

• Support the HR team with key change management projects identified in the firm’s business plan initiating ideas and writing project proposals for the HR Director and firm’s Management Team’s consideration

• As a senior member of a small team, providing a point of leadership and mentoring to the team as a whole.

Every effort has been made to ensure that this is a full description of the tasks and responsibilities of this role. However, it is not an exhaustive list. The job description may be changed or developed at any time to reflect changes as required.  However, changes will not be made without full consultation with the post-holder.