Talent & Development Partner

CFC; Greater London; On-site; GBP 60,000 - 80,000; Full time

Job summary

CFC is seeking a Talent & Development Partner in London to shape and implement the enterprise-wide talent strategy. This role requires leading talent programs, ensuring they align with business priorities, and making a measurable difference.

Responsibilities include designing leadership development initiatives, partnering with senior leaders for talent planning, and promoting internal mobility. A strong background in financial services and experience in data-driven decision-making are essential for this role.

Qualifications

• Experience in financial services, insurance, or a fast-paced commercial environment.
• Track record of delivering leadership and high-potential programmes.
• Strong experience in succession planning and talent reviews.

Responsibilities

• Partner with the Head of Talent & Development for planning.
• Design and deliver leadership development programmes.
• Lead annual talent review processes.
• Develop pathways for high-potential talent.
• Promote internal mobility with practical career pathways.
• Use talent data for workforce planning.

Skills

Experience in financial services or insurance

Leadership and high-potential programme delivery

Succession planning

Data-driven decision making

Facilitating and collaborating

External partner and learning tools expertise

Clear communication

Job description

As Talent & Development Partner at CFC, you’ll shape and deliver our enterprise-wide talent and development strategy, bringing a clear focus on leadership capability, succession, and organisational impact that goes beyond traditional L&D.

Department

People

Location

UK - London

This is a hands‑on role where you’ll turn strategy into action, designing and embedding high‑impact programmes that elevate performance and accelerate internal mobility. You’ll lead on leadership development and high‑potential programmes, ensuring everything you deliver is aligned to business priorities and makes a measurable difference.

Key Responsibilities

• Partner closely with the Head of Talent & Development to deliver a consistent, high‑impact approach to talent and succession planning across the business.
• Design and deliver leadership development programmes (including Management Essentials and Emerging Leaders) that build capability, strengthen performance, and support long‑term growth.
• Lead the annual talent review process for senior populations, working with HRBPs and business leaders to identify future successors, assess readiness, and define clear, actionable development plans; evolving frameworks in line with business growth.
• Develop targeted pathways for high‑potential talent; accelerating readiness for critical roles; strengthening leadership and specialist pipelines.
• Promote internal mobility by shaping clear, practical career pathways, working in partnership to ensure frameworks are relevant, accessible, and used across the business.
• Use talent data and insight to inform workforce planning, identify gaps, and guide decision‑making.
• Support the ongoing development of CFC’s performance framework, ensuring it is clear, practical, and aligned to business priorities.
• Lead the annual performance cycle; driving clarity, consistency, and strong adoption across teams.
• Equip leaders with the tools and confidence to set meaningful goals and have effective performance and development conversations.
• Track impact through data and feedback; using insight to continuously improve the effectiveness of talent and performance initiatives.
• Support calibration and governance processes to ensure fairness, consistency, and rigour across the organisation.
• Refresh tools and templates to improve usability; and bring the experience in line with a more modern, best‑in‑class Talent & Development function.

Skills, Knowledge and Expertise

• Experience in financial services, insurance, or a fast‑paced commercial environment, with a clear understanding of how talent drives business performance.
• Proven track record delivering leadership and high‑potential programmes that strengthen capability and support progression.
• Strong experience in succession planning and talent reviews, able to run credible, pragmatic processes with senior stakeholders.
• Data‑led approach, using insight to inform decisions and measure impact.
• A confident facilitator and collaborator, able to influence, manage priorities, and deliver at pace.
• Experience working with external partners and learning tools, with a focus on quality, relevance, and value.
• A clear communicator with a commercial, outcome‑focused mindset.