Talent Partner - Food - 12 Month Fixed Term Contract
About the role As Talent Partner for our Food function, you'll be at the heart of building the talent that powers our future success. You'll own the end-to-end talent agenda, developing strategic talent plans and turning them into action. From strengthening succession pipelines and championing diverse talent to helping leaders have better performance conversations, you'll ensure we have the right people, ready for the right opportunities, at the right time. What is in it for you We’re all about the little helps. That’s why we make sure our Tesco colleague benefits package takes care of you – both in and out of work. Click Here to find out more!
Experience relevant for this job:
- Annual bonus scheme of up to 20% of base salary.
- Holiday starting at 25 days plus a personal day (plus Bank holidays).
- Private medical insurance.
- 26 weeks maternity and adoption leave (12 months service required at the qualifying date) at full pay, followed by 13 weeks of Statutory Maternity Pay or Statutory Adoption Pay, we also offer 6 weeks fully paid paternity leave.
- Free 24/7 virtual GP service, Employee Assistance Programme (EAP) for you and your family, free access to a range of experts to support your mental wellbeing.
- Partner with Food Functional Leadership Teams (WL3-WL5), the relevant UK Board Member, and People Business Partners to develop and deliver a future-focused talent strategy that ensures the function has the capability, succession strength and diverse talent pipeline required to deliver business priorities.
- Use colleague insight, Every Voice Matters (EVM) data, talent metrics and business performance indicators to shape, challenge and evolve functional talent plans, ensuring talent priorities respond to colleague feedback and business needs.
- Lead and facilitate the end-to-end talent and succession planning cycle across Food functions, driving robust and objective discussions that identify future leaders, accelerate readiness of successors and mitigate talent risks before they impact the business.
- Build leadership capability by equipping managers to confidently navigate talent processes, have impactful career and development conversations, and take ownership of talent outcomes within their teams.
- Facilitate performance calibration discussions, ensuring consistent application of the Your Contribution framework and a balanced, evidence-based assessment of colleague performance and future potential.
- Provide constructive challenge and an unbiased perspective to support fair talent decisions, improve differentiation of performance, and maintain high standards of talent management.
- Embed a culture of continuous feedback and high-quality performance conversations, coaching leaders to hold meaningful discussions that drive colleague growth and accountability.
- Proactively identify and facilitate cross-functional and cross-market development moves that support both colleague growth and business needs.
- Work closely with other Talent Partners and Talent POE to shape and continuously improve talent frameworks, processes and tools, ensuring they are practical, commercially relevant and deliver a consistent colleague experience.
- Relationship management
- Communication skills
- Influencing skills
- Planning & Time management
- MS Office
- Work & Pay
Experience relevant for this job:
- People/HR operational experience
- Talent development/management
- Succession Planning
- Resource Planning
- Partnering