Senior Team Manager

The Senior Team Manager is responsible for leading and developing a defined team of professional colleagues, while also taking ownership of broader regional people-management responsibilities on behalf of the Regional Leader - Delivery Enablement. The role combines direct people leadership with cross-team leadership, supporting consistency, manager capability, succession and continuous improvement across the regional People Management function.

As a highly experienced leader, the Senior Team Manager drives a culture of accountability, inclusion, wellbeing and continuous improvement. The role leads experienced professionals, develops future talent and ensures organisational priorities are delivered through effective workforce planning, capability building and exceptional employee experience.

The Senior Team Manager is accountable for:

• Directly lead and manage a defined team of professional colleagues.
• Delivery of team and operational objectives.
• Colleague engagement, wellbeing and retention.
• Building and sustaining a high-performing team culture in their region.
• Talent development, succession planning and leadership capability.
• Effective implementation of organisational change.
• Continuous improvement of team performance, processes and colleague experience.
• Resource planning and workforce capability.
• Leadership effectiveness across the team.

Key Responsibilities

Strategic Leadership

• Lead, inspire and develop a team of experienced professionals to achieve business and people objectives.
• Translate departmental priorities into measurable team goals and operational plans.
• Build a high-performing, inclusive and future-focused team culture.
• Create clarity of purpose, direction and accountability across the team.
• Champion organisational values, leadership expectations and people team practices.
• Lead workforce planning activities to ensure capability aligns with current and future business needs.

Performance, Engagement and Development

• Drive a culture of high performance through effective goal setting, coaching and feedback.
• Oversee colleague performance, development and career progression.
• Support colleagues in achieving their full potential through coaching, mentoring and development planning.
• Identify and develop future leaders and critical talent within the team.
• Promote colleague engagement, wellbeing and psychological safety.
• Ensure consistent application of performance management frameworks and people processes.
• Support the Regional Leader in facilitating performance and progression calibration, helping ensure consistent interpretation and application of standards across Team Managers.

Organisational Effectiveness

• Implement short-term operational plans that contribute directly to departmental objectives and business results.
• Monitor team effectiveness and resource allocation to ensure delivery of key priorities.
• Drive improvements to processes, systems and ways of working to enhance performance and colleague experience.
• Lead initiatives that strengthen team capability, effectiveness and adaptability.
• Own and deliver agreed regional workstreams or improvement initiatives, translating Delivery Enablement priorities into practical implementation across Team Managers.
• Establish clear performance measures and monitor progress against agreed outcomes.
• Resolve difficult team management issues using professional judgement, prior experience and analysis, escalating matters where complexity or authority requires broader leadership input.

Change and Future Readiness

• Lead colleagues through business, operational and organisational change.
• Help teams understand and adopt new approaches, practices and priorities.
• Build organisational resilience and readiness for future business challenges.
• Encourage innovation and continuous improvement across the team.
• Foster a mindset of learning, adaptability and growth.

Stakeholder Leadership

• Develop strong relationships with leaders, HR partners and key stakeholders.
• Influence internal and external stakeholders to gain support for people strategies, initiatives and new approaches.
• Represent the team or practice area in leadership discussions and decision-making forums.
• Conduct presentations, updates and briefings with senior leaders within the function.
• Act as a trusted advisor on team effectiveness, employee engagement and people-related matters.

Talent and Capability Management

• Build and maintain a strong succession pipeline within the team.
• Ensure employees have access to learning, development and growth opportunities.
• Coach and mentor Team Managers and emerging leaders, contributing to Team Manager onboarding and continued management development across the region.
• Review, delegate and provide oversight on the work of team members.
• Drive knowledge sharing and continuous development of professional expertise.

Success Measures

Success in this role will be demonstrated through:

• Achievement of operational and departmental objectives.
• Strong employee engagement and wellbeing results.
• High levels of team performance and productivity.
• Successful development and retention of key talent.
• Strength of succession plans and leadership pipelines.
• Positive employee experience outcomes.
• Effective adoption of organisational change initiatives.
• Continuous improvement in team capability, effectiveness and service delivery.
• Strong stakeholder relationships and leadership credibility.

Skills, Knowledge and Expertise

Essential

• Significant experience leading experienced professional teams within a complex business environment.
• Experience of working in a matrix management model, given Consultants will be part of a capability to which they will report indirectly.
• Demonstrated success in people leadership, coaching and talent development.
• Ability to create high-performing and engaged teams.
• Strong stakeholder management and influencing skills.
• Experience translating strategic priorities into operational delivery plans.
• Proven ability to lead organisational change and continuous improvement initiatives.
• Strong business acumen and decision-making capability.
• Excellent communication and relationship-building skills.
• Comprehensive knowledge and experience of team management practices, colleague engagement initiatives and talent development frameworks.

Preferred

• Experience leading specialist functions, practices or centres of expertise.
• Experience operating within a global or matrix organisation.
• Formal coaching or leadership development accreditation.