SENIOR SUCCESSION & TALENT MANAGER

Role purpose (Part time position - 24 hours per a week)   Develop the Technology Vodafone Business & Corporate Functions leadership team & succession pool health to meet the future organisation capability and design.
What you’ll do Succession Management Define succession and talent development strategy for a defined area, ensuring alignment with overall Vodafone Talent framework / business strategy.
Develop the Succession Pools, delivering improvements to the overall health and diversity (availability, readiness, capability, diversity and inclusion profile).
Assess health of ‘Head of’ top talent population, identifying appropriate interventions and overall strategy for talent development.
Measure and report on the effectiveness of succession and talent management activities.
Senior leadership team Lead selection assessment, onboarding, development assessment and off-boarding activities for SLTs.
Lead on targeted interventions to build individual and collective capability across the SLT.
Board / Group Executive reporting Provide input into the Board and Group Executive reporting on SLT (appointments, diversity) and succession management and talent development activities.
Operational  Running End of Year process senior leader calibrations for 4x Corporate Functions, Group Commercial, Technology and Vodafone Business  March/April time each year   Lead on the Succession and Talent Acceleration Review (STAR) packs for Technology- ensuring all data captured, accurate and stakeholder aligned.
Ensuring all actions are completed.
Technology E Band Top Talent & Tech Experts Lead selection assessment, onboarding, development assessment and off-boarding activities Tech Experts.
Design and lead on high end Expert Talent frameworks and award panels Who you are Experience delivering talent management solutions in a complex, global organisation essential Related qualifications (CIPD or Chartered Psychologist) preferable Explore/advise the strategic capability requirements with the Learning & Performance and Skills teams to drive programmatic content work.​ Work with the HRDs / Learning & Performance BP/ HRBP to build top talent requirements and cascade frameworks.​ Build strategic partnership with area Leadership team to understand the priorities for SLT acquisition, development, and promotion.​ Drive relationship with broader Resourcing, OE & D&I teams to build alignment and drive broader succession requirement Not a perfect fit? Worried that you don’t meet all the desired criteria exactly? At Vodafone we are passionate about Inclusion for All and creating a workplace where everyone can thrive, whatever their personal or professional background.
If you’re excited about this role but your experience doesn’t align exactly with every part of the job description, we encourage you to apply as you may be the right candidate for this role or another role, and our recruitment team can help you see how your skills fit in.
What's in it for you Yearly bonus.
20% Company car.
company funded car of £580 per month + private fuel or cash alternative of £630 per month.
Annual leave.
28 days + bank holidays + the opportunity to buy/sell/carry over 5 days/year Charity days.
5 days/year Maternity leave.
52 weeks.
the first 13 weeks are fully paid, followed by 26 weeks of half pay Private pension.
You can contribute up to 5% of your basic pay with 2.
matching from Vodafone up to 10%.
Access to.
private medical, private dental, free health assessments, share save scheme Additional discounts.
Vodafone retail, gym, cinema, cycle to work, season ticket loan   Together we can Vodafone is committed to attracting, developing and retaining the very best people by offering a motivating and inclusive workplace in which talent is truly recognised and rewarded.
We are committed to promoting Inclusion for All with the belief that diversity plays an important role in the success of our business.
We actively encourage everyone to consider becoming a part of our journey.