Talent & Development Partner

At CFC, talent is a key driver of business performance. As Talent & Development Partner, you'll help shape the skills, leadership strength and succession needed to support the next phase of CFC's growth.

Operating in a fast-paced, commercially focused environment, you'll work closely with the Head of Talent & Development, HRBPs and senior leaders to influence how we identify, develop and retain talent across the organisation.

You'll play a key role in evolving our approach to leadership development, talent management, succession planning and workforce strategy, helping us better understand the skills and expertise we'll need in the future while creating opportunities for our people to grow their careers at CFC.

Combining strategic influence with hands-on delivery, you'll lead initiatives across leadership development, succession planning and workforce planning, helping ensure we have the talent needed to support our ambitions today and in the future.

You'll have the opportunity to shape talent decisions across the business, partnering with leaders to strengthen succession pipelines, build critical capabilities and prepare the organisation for future needs.

Key Responsibilities

Talent Strategy & Workforce Planning

• Help shape and deliver CFC's talent strategy, ensuring it supports business priorities and future talent needs.
• Partner with leaders to identify emerging talent requirements, skills gaps and development priorities.
• Use workforce and talent insights to inform decision-making and support workforce planning.
• Build strong talent pipelines for critical leadership and specialist roles.
• Support workforce planning discussions by helping the business understand where future skills, expertise and leadership strength will be needed.

Talent Management & Succession

• Lead talent review and succession planning processes across the business.
• Support leaders to identify future leaders and create meaningful development plans.
• Act as a trusted partner to senior stakeholders, helping them make informed decisions on talent and succession.

Leadership Development

• Design and deliver leadership development initiatives that strengthen leadership effectiveness and prepare future leaders for success.
• Partner with leaders to identify development priorities and implement practical solutions aligned to business objectives.
• Manage external partners and providers to ensure development programmes deliver measurable value.

Performance & Career Growth

• Support the continued evolution of CFC's approach to performance and development.
• Equip leaders to have effective conversations about performance, development and career growth.
• Help create career pathways and development opportunities that support internal mobility.

Organisational Impact

• Measure the effectiveness of talent initiatives and use insight to continuously improve outcomes.
• Contribute to broader People initiatives that strengthen organisational performance and support business priorities.

Skills, Knowledge and Expertise

We're less interested in ticking every box and more interested in finding someone who can make a meaningful impact. We're likely to be looking for someone who brings:

• Experience in Talent Management, Organisational Development or Talent Development within a commercial environment.
• A strong understanding of how talent strategy supports business performance, growth and future talent needs.
• Experience leading talent reviews, succession planning and leadership assessment processes.
• Experience partnering with senior leaders to discuss talent risks, succession, leadership strength and future skills requirements.
• A track record of shaping and delivering talent initiatives that support organisational goals and long-term business objectives.
• Strong analytical capability, with the ability to translate workforce and talent data into practical insights and recommendations.
• Commercial judgement and the ability to balance business priorities with people outcomes.
• Excellent stakeholder management and influencing skills, with the confidence to challenge constructively and navigate complex discussions.
• Experience operating in a fast-paced, growth-oriented environment, ideally within financial services, insurance, a private equity-backed business or a similarly complex commercial organisation.
• A pragmatic approach, strong delivery focus and the ability to operate at both a strategic and operational level.

Nice to Have

• Experience supporting workforce planning, organisational design or broader people strategy initiatives.
• Experience within speciality insurance, financial services or another highly regulated environment.