Job Purpose

Provide a professional HR service to the business within the specialism of Talent management, critically ensuring Business Resilience through effective strategies that ensure robust succession planning and on-going availability to scarce skills, underpinned by data analysis, data management and reporting. The role holder will provide appropriate assessment tools and data capture methods to ensure rigour in promotions and will develop and deliver solutions to business issues that take account of both stakeholder needs and good practice HR.

Principal Accountabilities

• In conjunction with the People Capability team ensure effective mapping of future requirements to ensure the organisation is future proofed.
• Support on specific Succession and/or Talent & Performance Management projects as allocated by the Talent Performance Lead to strengthen the functions’ ability to drive the Talent agenda. These might include:
1. Resilience & succession pipeline management, analysis reporting.
2. Creation of talent pools and pipelines to ensure business resilience.
3. Creation of assessment tools to ensure rigour in promotions.
4. Complex Talent, Succession planning and Performance management projects, e.g. Success Factors & My Contribution and support projects which extend beyond their particular field of expertise within the People function.
• Provide support to Senior People Partners, Senior People Consultants and People Ops Consultants with the deployment of People Boards.
• Work in collaboration with the People Capability team to align Talent Management and Succession planning approaches with the People capability /Resourcing strategy.
• Support with the establishing of internal/external networks to identify data trends and areas of good practice/improvement areas for sharing across the organisation.
• Deal with issues relating to functional specialism, supporting line managers and People function colleagues.
• Support the delivery of the Enterprise People Board and people planning agenda.
• Support with the design of appropriate succession and career development pathways. • Support with the design of talent and leadership development centres to support the identification of future leaders.
• Provide coaching and development planning support to high potential employees and support career progression by identifying and enabling suitable development placements in conjunction with the People Capability team.
• Work with the Talent and Leadership Development team to ensure psychometric solutions are in place to enable individuals to develop their careers.
• Undertake effective stakeholder engagement to ensure the Talent, Succession and Performance Management solutions are successfully embedded.

Knowledge & Experience

• Graduate with considerable experience OR part professional qualification with substantial experience.
• Minimum Level 5 CIPD, or equivalent educational achievement (foundation degree/HND level) or a willingness to achieve this upon appointment.
• Experience of working with data within a talent specialism.
• May be additionally qualified in a data and/or HR/CIPD specialism.
• Experience providing depth and breadth of analytical knowledge/technical expertise, and personal credibility to impact at senior levels.
• Up to date knowledge of external issues (legislative, regulatory, best practice standards) that affect specialist area.
• The above stated requirements demonstrate the Company’s commitment to provide opportunities for candidates to further develop professional expertise. It is recognised however, that some internal candidates may not currently hold all the above qualifications and in such cases suitable relevant work experience may be considered in lieu of formal educational/professional qualifications.

Essential Skills

• Ability to interpret and collate large amounts of data and provide relevant analysis and recommendations to senior leaders.
• To have an understanding of current talent management solutions and how they impact the business.
• Excellent communication skills with the ability to influence those out with immediate team and function.
• To understand process and have the ability to act as SME.

Role Context & Challenges

Sellafield Limited is a large industrial organisation with more than 10,000 employees carrying out a diverse of roles (mix of blue and white collar, from junior administrators, to internationally recognised technical experts) employed on a number of different sets of terms and conditions, each supported by a number of complex historic agreements.

The organisation is heavily unionised with 3 recognised Unions representing 3 diverse worker groups each with their own unique issues and concerns.

The organisation is currently going through a period of unprecedented change following the transition to a new value driven operating model, the end of reprocessing and the acceleration of risk and hazard reduction.

As part of the transformation there are several work streams that are looking at changing how we work and how the organisation accesses people services and is enabled by our People Function.

In addition of the fulfilling the role requirement of a support professional, sound analytical and relationship management skills are needed for the jobholder to be fully effective. The job holder is required to operate with autonomy. Although the role reports into the Talent Manager there may be occasions where the role is asked to support other managers within Talent & Leadership on key projects

Additional Information

• Open VN
• Number of Vacancies: 1
• Contact/s: Jolene Key

The interviews for this vacancy are expected to be between 21st & 25th September 2026.

ASW’s may have the right to apply for internal Sellafield Ltd vacancies. Please note if you are an Agency Supplied Worker you are required to attach evidence of all qualifications obtained to support your application. We require a minimum of A*-C (9-4) GCSE in English Language, Maths & Science/IT or equivalent / higher qualification.

Contracted Supply Workers (CSWs) are not eligible to apply to internal vacancies. CSWs are welcome to apply to external vacancies advertised on our external vacancies board.

If you choose to apply for this role and your application is shortlisted by the hiring manager, you will be invited to a competency based interview. In the interview, you will be assessed against the below competencies:

Behavioural:
• Problem Solving (4.1.3)
• Effective Communication (4.3.2)
• Collaboration and Teamwork (4.1.6)

Technical:
• Improving individual and team performance (37.7)
• Driving and facilitating change (37.6)

Please see link to the competency framework for further information:
https://slportal.ssa-intra.net/pub/SC001/00027/Competency%20Framework/Forms/AllItems.aspx

If your technical competency is not in the above framework, please refer to the profession’s share point page for further information.

During the interview, you will also be expected to give a 10 minute presentation
demonstrating how your skills and experience to date can support the growth of talent across Sellafield?

This presentation should be sent to recruitment@sellafieldcloud.co.uk via email at least two working days before your interview. You should also take four paper copies of your presentation to your interview in case of any IT issues on the day.

Sellafield Ltd are recognised as a Disability Confident Employer (Level 3). Disability Confident employers offer an interview to disabled applicants that meet the minimum criteria for a vacancy. Sellafield Ltd define the minimum criteria as the ‘essential skills’ which are listed on the vacancy notice. Whilst completing your application form, you will be able to indicate if you wish to be considered under the disability confident scheme. If you would prefer to discuss this directly with us, please contact the GBS Recruitment team on recruitment@sellafieldcloud.co.uk

Please ensure that you save a copy of this advert for future reference if you make an application for this role.

The closing date for this vacancy is 7th September 2026.