Talent Director

Ref No. BHN512749
Location London, England
Job type Permanent
Job Status Closed
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Introduction

Firebrand is a training company with a unique approach. Since 2001, we have enabled over 70,000 IT Professionals to develop valuable digital skills through our accelerated training programmes. The key to our success is our people.

Important

Experienced People/Talent Director

The Job

Talent Director


Firebrand is a training company with a unique approach. Since 2001, we have enabled over 70,000 IT Professionals to develop valuable digital skills through our accelerated training programmes, and for the last eight years have been recognised amongst the Top 20 IT Training Companies in the world.

We have offices in London, Bedford, Germany & Netherlands

This role is based in/around London & home counties - flexible working

Goals


Improve the productivity & performance of Firebrand through its people.
High level KPI being staff productivity: revenue / staff number. There will sub-KPI's that feed into this one.
Attract, retain, develop and motivate all staff & Leaders: Commercial learning, Apprenticeship learning, Global learning.

  • Responsible for our external RPO Provider - driving continuous improvement & stakeholder management with our external Talent provider
  • Coaching of staff & leaders to improve performance
  • Ensure staff are motivated & happy
  • Making Firebrand one of the best places to work

Ensure our values & culture are alive


Ensure all staff live Our Code: Hungry / Open / Care / Fun
We are trying to build/maintain: transparency, a relatively flat hierarchy, a place where we are numbers/data/process driven, we reward success, we are techy savvy. We want people to be accountable and be treated as adults.

Engage all our people, whatever their location


Currently over 150 members of staff. London is our "Global HQ" with 50+ members of staff. Wyboston - UK training centre, operation and education staff, where the instructors can be "found". Remote or working from home: Apprenticeship mentors and education staff in the main. Office locations in Cologne and Nijmegen as well as training centres in Germany and the Netherlands. A new office in Copenhagen that will grow. Remote sales staff and over 100 freelance instructors.

When people start we want on-boarding to create the best first impression


Need a 360 view of the business. Consistent experience. Set expectations. Set them up to succeed. Know their place in the Firebrand world and know where they are going and how they are going to get there. Especially ensure remote workers and instructors feel just a part of Firebrand as people based in Firebrand locations all the time.

Ensure staff are engaged, motivated and incentives are competitive


Ensure we continually take the temperature of how the staff feel about working at Firebrand. Listen and learn, improve where practicable.
Consolidate and evolve methods and deliverables that relate to rewarding and motivating staff. We currently offer a number of things, for instance: a global profit share and Quota Club.
Quota Club is eligible to all Sales people & Managers that hit their target. Other staff nominated to attend. In 2019 45 have made it and would have gone to Dubai in March 2020 if the pandemic hadn't got in the way.
Ultimately make staff happy by ensuring they want to come to work and the halo effect being able to recruit better staff as well as retain the ones we have.

Build or enhance Firebrand's organisational structure & processes


There is a massive opportunity to improve the productivity of Firebrand through improving how we do things. We have already started evaluating our processes using the Lean methodology. We're naturally an Agile organisation. There is a lot more we can do in these areas. Generally there is a lack of consistency of approach and execution across the organisation. A key deliverable will be to identify areas to improve and ensure they are implemented.
Examples of deliverables to include: accountability/responsibility based job descriptions, with KPIs; structural change from departmental reviews; development of career paths, and plans for promotions, including succession planning. A robust annual review and appraisal process.

Ensure that all staff development needs are met


Across the business at all levels there are two broad themes that need addressing, coaching and training.
Coaching of Managers and Staff to address developmental areas and skills based training where new skills are required "on the job"
All staff members can ask for training. We have a central budget. All staff can also attend one Firebrand course every year of their choice. If it's not role specific then they use holiday. If it's for their job then it doesn't come from their holiday and it's not limited to one course.
Different departments develop staff with external training - Sales and Marketing for instance often use Natural Training for Sales (UK/Global annual event). Marketing do DMI courses.

Owning implementation of key areas of Scaling Up


In June 2016 we started following the methodology laid out in a book called Scaling Up. This book provides direction and a framework covering four main areas: People / Strategy / Execution / Cash.
There are a number of areas within Scaling Up that logically become the responsibility of the Talent Director. Yet to be specifically defined but broadly speaking all of People and elements of Execution and Strategy. Especially those areas that relate to process and accountability (FACe/PACe).
The People section of the book suggests following a process called Top Grading to ensure you are recruiting A players. We've tried using a loose version of the process for UK Sales recruitment.
What's in it for you?

  • You'll likely be earning c£55,000 - £80,000
  • 28 days leave + bank holidays (4 week sabbatical after 7 years' service)
  • Life assurance (4 x basic salary)
  • Staff profit share scheme
  • 1 free Firebrand Training course each year
  • Private Health/Dental Care Scheme


Contact for more information or to apply.

You can not apply for this job as its status is Closed.
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Jack English
manages this role


 

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