Job Description

To provide strategic direction on Talent Management for the organisation, providing a professional HR service to the business within the specialism, critically ensuring Business Resilience through effective strategies that ensure robust succession planning. Uses extensive professional experience to develop and deliver solutions to business issues that take account of both stakeholder needs and good practice HR.

This is a 12 month opportunity, open to applications from those graded 3B Lower to 3A Lower only.

Principal Accountabilities

• Develop and lead the enterprise Talent strategy, ensuring alignment with organisational priorities and strengthening workforce resilience, leadership pipelines and long-term capability.
• Align with NDA estate-wide talent strategies to build and sustain talent resilience across the estate.
• Establish and maintain enterprise-wide talent processes and governance to meet applicable regulatory requirements, aligned to the 3.1.4 Manage People Capability, Development and Performance suite.
• Lead and embed a consistent, enterprise-wide approach to development planning, promoting a culture of continuous growth, accountability for development, and open dialogue across talent practices.
• Own and continuously evolve enterprise wide behavioural and talent development programmes, ensuring alignment to organisational values, leadership expectations and future capability requirements.
• Define and embed career pathway principles across the enterprise, enabling transparent progression routes, supporting critical roles and scarce skills, and enhancing internal mobility.
• Establish a strategy to develop and accelerate high-potential talent (Rising Stars and Future Business Leaders) by delivering targeted growth opportunities and programmes that build capability, broaden experience, and prepare individuals to transition into future leadership and critical roles.
• Translate strategic workforce insights into targeted talent solutions, working in close partnership with the Strategic Workforce Planning Lead to anticipate future capability needs and shape proactive talent interventions.
• Lead the design and implementation of data driven, bespoke talent interventions to improve succession depth, address critical skill gaps and enhance organisational resilience.
• Lead the definition and design of complex talent projects, ensuring solutions are fit for purpose and positioned for effective handover into delivery.
• Establish internal/external networks to identify trends and areas of good practice/improvement for sharing across the organisation.
• Foster a culture of continuous improvement, innovation, and knowledge sharing.
• Undertake high level, complex talent insight analysis to interpret internal trends and external perspectives and develop recommendations to improve the delivery of a professional service.
• Define and monitor KPIs to evaluate the effectiveness of talent development initiatives.
• Manage and develop a team of talent development professionals.
• Build and manage strategic relationships with external providers and partners, ensuring access to leading practice, innovative solutions and high-quality delivery of talent interventions.
• Support estate wide best practice in talent, including talent assessment and development.
• Provide expert talent consultancy and coaching to stakeholders across the business.
• Present to Executive Committees, regulators, and unions, providing regular updates. on the progress of the talent strategy, including key insights, risks, and delivery against objectives.
• Drive stakeholder engagement and change adoption, ensuring talent practices are embedded effectively and deliver measurable business impact.

Knowledge & Experience

Authorities:
Represent the HR Function at a senior level within the business Recruitment and selection of team members Lead and manage workload across the full range of activities within a particular field of HR.

SQEP:
Process Owner, Information Asset Owner

Line management:
Yes – Direct Line Management of 3 FTE with specialist skills / expertise

Budget:
Budget responsibilities for key talent projects (driven by project scope but typically £1m+over project lifecycle)

Essential Skills

• CIPD Level 7 Advanced Diploma/Postgraduate degree in Strategic Human Resources or willingness to work towards a qualification.
• Chartered Member of the CIPD.
• A broad level of professional HR knowledge and experience as well as an understanding of the people systems and processes used within the organisation.
• Proven experience of working with senior stakeholders to balance user needs / demands with ensuring an enterprise-wide consistency of approach.
• Proven experience in talent development leadership within a regulated or technical industry.
• Demonstrable personal credibility to impact at senior levels both internally and externally.
• Excellent strategic thinking, stakeholder management, and communication skills.
• Experience with LMS platforms, digital learning tools, and data-driven decision-making.
• Significant experience in influencing trade union negotiation and consultation

Desirable Skills

• Fellow Member of the CIPD.
• Strong understanding of nuclear safety culture and regulatory frameworks.
• Certification in coaching, instructional design, or leadership development.
• Familiarity with apprenticeship and graduate development programs in technical environments.

Additional Information

• Number of Vacancies: 1
• Contact/s: Lesley Bowen

The interviews for this vacancy are expected to be held on Thursday 30th July 2026.

This is a 12 month opportunity where only applications from candidates at grade 3B Lower – 3A Lower will be considered. Line manager approval must also have been sought to ensure candidates can be released from their current role.

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.

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:
1. Integrity and Honesty.
2. Commitment to the Business.
3. Effective communication.
4. Team Leadership and Broad Scanning.

Technical:
1. Delivering High Quality HR services
2. Developing and Delivering HR strategy, policy and processes.

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.

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 Sunday 5th July 2026.