Emerging Talent Advisor

Colliers; Greater London; On-site; GBP 42,000 - 62,000; Full time

Job summary

Colliers is seeking an Emerging Talent & Talent Development Advisor to coordinate the post-join experience for graduates, apprentices and interns across the UK. You will drive induction, rotations, APC and professional qualifications while partnering with Talent Acquisition, HR and business leaders.

The role balances 60% operational delivery with 40% broader capability-building, ensuring a high-quality, well-governed experience aligned to Colliers’ People & Culture strategy.

Qualifications

• Coordinate the annual operational cycle for graduates, apprentices, interns and other early-career colleagues.
• Ensure induction, rotations, APC/qualification support and cohort events run smoothly.
• Loster enhanced governance, records, costing and communications across Talent Development.

Responsibilities

• Coordinate the Emerging Talent induction programme, including agendas, speakers and materials.
• Plan and manage graduate rotations, placement decisions and regional office involvement.
• Support APC, RICS enrolment, CPD and training milestones for participants.
• Oversee salary, bonuses, titles and cost-codes in line with policy; support processes.
• Facilitate broader talent development initiatives and cross-functional collaboration.
• Engage cohorts through events, outreach and diversity initiatives.
• Maintain programme records, tracking, and management information.

Skills

Program coordination

Stakeholder management

Graduate/early-career development

Learning & development

Job description

Company Description

Colliers is a leading commercial real estate services company, providing a full range of services to real estate occupiers, developers and investors on a local, national and international basis. Our UK business is headquartered in London, with over 1,300 specialists across 16 offices in the UK and Ireland.

Company Description

Colliers is a leading commercial real estate services company, providing a full range of services to real estate occupiers, developers and investors on a local, national and international basis. Our UK business is headquartered in London, with over 1,300 specialists across 16 offices in the UK and Ireland.

Job Description

Role Purpose

The Emerging Talent & Talent Development Advisor coordinates and manages the post-join experience for graduates, apprentices, interns and other early-career colleagues across the UK business. Approximately 60% of the role is focused on the operational delivery and continuous improvement of Emerging Talent activity, including induction, rotations, professional qualifications, apprenticeships, internships, cohort engagement, performance support, programme records and key annual milestones. The remaining 40% contributes to wider Talent & Development priorities, including business skills, learning facilitation and capability-building. Working across Talent & Development, Talent Acquisition, HR Administration, HR Business Partners and the business, the postholder ensures participants, managers and stakeholders receive a consistent, well-governed and high-quality experience aligned to Colliers’ People & Culture strategy.

Key Responsibilities

• Emerging Talent programme management: Coordinate the annual operational cycle for graduates, apprentices, interns and other early-career colleagues, maintaining clear plans, milestones, communications and handoffs across Talent Acquisition, Talent & Development and HR Administration.
• Induction and onboarding: Plan and deliver the annual Emerging Talent induction, including agendas, speakers, invitations, materials, attendance, dietary requirements, catering, building access, regional travel and accommodation, the cohort mixer and team-building activity; act as a visible host and facilitator throughout.
• Rotations and placement: Manage scheduled graduate rotation cycles, consult participants on preferences and competency needs, assess business capacity, coordinate decisions with Heads of Department and regional offices, and maintain accurate placement and costing information.
• Newly Qualified process: Maintain the pipeline of colleagues approaching qualification, confirm anticipated APC sit dates and proposed NQ departments, coordinate seat approvals, work with HR Business Partners and HR Administration on salary, bonus, title, contract and cost-code changes, and support referred candidates through the agreed process.
• Professional qualifications: Coordinate RICS enrolment, candidate subscriptions, APC counsellor allocation, structured training, CPD and submission milestones; monitor progress and liaise with candidates, managers, training partners and professional bodies to resolve issues promptly.
• Apprenticeships: Coordinate enrolment with training providers, maintain records on the Digital Apprenticeship Service, monitor protected off-the-job learning and levy position, support business-direct apprentice requests, and administer pauses, stops or changes where required.
• Internships and placements: Manage the post-selection internship and placement experience, including onboarding, induction, group projects, manager guidance, feedback and transition into the Early Assessment Centre or future graduate pipeline, working closely with Talent Acquisition and participating departments.
• Performance and participant support: Act as a key point of contact for participants and managers, providing clear guidance on programme expectations, development milestones, available support and emerging performance matters, escalating appropriately and involving HR Business Partners where needed.
• Cohort engagement and outreach: Coordinate cohort engagement activity, including the Emerging Talent Challenge, mixers, social events, schools engagement and agreed diversity and outreach commitments, ensuring clear briefs, governance and stakeholder involvement.
• Pay-cycle administration: Prepare accurate annual scheme salary-review and bonus data for graduates and apprentices, validate eligible populations with HR Business Partners, and hand approved changes to HR Administration for processing; support the NQ pay process without independently setting or approving remuneration.
• Business skills and wider Talent & Development: Facilitate or co-facilitate learning for Emerging Talent and wider colleague groups, create practical resources and communications, contribute to professional skills, leadership, mentoring, digital capability and other agreed Talent & Development priorities, and actively contribute to the Early Careers strategy and its ongoing development within wider Talent & Development initiatives.

Core Programmes and Activity Areas

• Emerging Talent induction, onboarding, annual communications and participant support.
• Graduate rotations, department placement, costings and Newly Qualified transitions.
• RICS enrolment, APC progress, counsellor allocation, professional training, CPD and qualification outcomes.
• Apprenticeship provider coordination, Digital Apprenticeship Service administration, levy monitoring and off-the-job learning requirements.
• Summer internships, placements, Early Assessment Centre handover and future-talent pipeline support.
• Scheme salary-review and bonus administration, working with HR Business Partners and HR Administration.
• Cohort engagement, the Emerging Talent Challenge, schools engagement and agreed diversity and outreach activity.
• Emerging Talent inbox, central tracker, programme records, shared documentation and management information.
• Business skills facilitation and wider Talent & Development activity, maintaining the intended 60% Emerging Talent and 40% broader delivery balance.

Key Stakeholders

• Head of UK Talent & Development and the wider Talent & Development team.
• Talent Acquisition