Talent Business Partner (SR&TA and T&T), Senior Manager (T4), Enabling Functions

Connect to your Industry

At Deloitte, the development of our people is a cornerstone of our People Priorities and Employee Value Proposition. This role offers a unique opportunity to drive the strategic evolution of talent identification and management within the Strategy, Risk and Transactions Advisory (SR&TA) and Technology & Transformation (T&T) business areas.

You will be instrumental in shaping the colleague experience, ensuring the talent experience fosters our high-performance ambitions and supports Deloitte's strategic objectives. If you are passionate about talent management and thrive in a dynamic, complex environment, this is your chance to make a significant impact.

Connect to your career at Deloitte

Deloitte drives progress. Using our vast range of expertise, we help our clients' become leaders wherever they choose to compete. To do this, we invest in outstanding people. We build teams of future thinkers, with diverse talents and backgrounds, and empower them all to reach for and achieve more.

What brings us all together at Deloitte? It’s how we approach the thousands of decisions we make every day. How we behave, our beliefs and our attitudes. In other words: our values. Whatever we do, wherever we are in the world, we lead the way , serve with integrity , take care of each other , foster inclusion , and collaborate for measurable impact . These five shared values lead every decision we make and action we take, guiding us to deliver impact how and where it matters most.

Connect to your opportunity

As a Senior Manager, Talent Business Partner (SR&TA and T&T), you will be at the heart of shaping how Deloitte nurtures and develops its people within key business areas. This isn't just about managing processes; it's about linking talent process outcomes to the bigger picture and strategic talent initiatives that enhance our firm's performance and align with our overarching goals. Your role will include:

• Acting as a crucial link between the Talent Centre of Excellence (COE) and the SR&TA and T&T businesses, partnering with HR Directors (HRDs) and business stakeholders to identify talent priorities and create action plans grounded in available business and people data.
• Accountable for ensuring progress against agreed talent priorities and owning business-specific projects in support of these priorities. This could include defining new talent models/propositions for a new growth proposition, creating a blueprint for reskilling or shaping career pathway propositions for businesses impacted by fast paced technological change.
• Accountable for the timelines and project plans for core Talent activity, guiding HR Managers/HR Business Partners (HRBPs) to operationalise at scale within the SR&TA and T&T businesses. Briefing business stakeholders on core talent activities (e.g., talent reviews, succession planning), including process and requirements, and ensuring operationalisation reflects priorities for the business (e.g., growth areas, promotion capacity).
• Accountable for preparing business-level insights for Executive review following cyclical talent processes – ensuring clear action plans focused on talent readiness and diversity. Accountable for driving delivery of agreed actions, working with HRBPs and P&P leads to ensure coordinated focus and connection with downstream activity (e.g., promotion shortlist creation, D&I modelling tool reporting requirements).
• Owning the end-to-end nominations process for UK and NSE/EMEA-wide talent development programmes (e.g., Future Leaders Programme, Deloitte University selective offerings) for the SR&TA and T&T businesses, ensuring relevant stakeholders are bought in and that nominations focus on appropriate talent populations to further the business talent plan.
• Accountable for maintaining visibility of – and driving action for – top talent within the SR&TA and T&T businesses, including under-represented talent initiatives and targeted use of Deloitte University (DU) allocation.
• Identifying opportunities for cross-business mobility within the SR&TA and T&T portfolios.
• Partnering with HRDs and other COEs, such as Resourcing Business Partners and Business Learning Leads, to ensure aligned workforce plans in support of overall people priorities.
• Acting as an SME on Deloitte 360 and embedding the outcomes; supporting the HRD and HRBPs with business engagements if essential.
• Using data and outputs of talent activities to influence central learning curriculum design via relevant Learning Lead(s). (Note: this role does not own the creation of learning solutions).
• Participating in key relevant forums within the Business, such as HR Teams meetings and attendance at P&P Forums.

Connect to your skills and professional experience

Attracting someone who will share our values, enhance our culture and identify with our purpose is just as important as attracting someone with the right qualifications or experience. This might be the role for you if:

• You're a natural at building relationships: You effortlessly connect with stakeholders of all seniorities, fostering collaboration and alignment across diverse teams. You bring clarity and structure to complex information, presenting it professionally and persuasively to drive consensus and action.
• You possess a strategic and curious mindset: You're adept at leveraging talent and performance data and external insight to identify trends, driving high-quality problem-solving, and making informed decisions. You systematically approach challenges, ensuring solutions are business-aligned and pragmatic, always seeking opportunities for continuous improvement.

Essential skills & experience:

• Extensive experience and understanding of talent management and development strategies, including best practices.
• Exceptional communication and stakeholder management skills, with the ability to influence and advise at senior levels.
• Strong written communication skills, able to make a compelling business case, using data appropriately to build a case. Ability to make the complex clear and produce concise papers appropriate for a senior audience.
• Strong leadership, collaboration, and strategic advisory capabilities. Proven experience in partnering with senior leaders and HR professionals within a large and complex organisational environment – ideally professional services or in a partnership structure.
• Analytical skills to interpret data, draw insights, and drive problem-solving.
• Experience in driving, managing, and integrating inclusion and diversity agendas within talent, leadership development, and succession planning initiatives.
• Strong understanding of business strategy, commercial drivers, and the ability to align learning and talent development initiatives with strategic plans, future talent needs, and overall business goals.
• Time management and prioritization. Ability to focus on the strategic enablers, without losing sight of operational excellence.

Desirable skills & experience:

• Experience with SAP SuccessFactors – either implementation of performance and/or talent modules, or as an end user.
• Track record in HR/human capital consulting or client-facing projects.
• A proven ability to research, evaluate, and propose innovative solutions and emerging best practices in talent management.

Connect to your business - Enabling Functions

Collaboration is central to everything we do at Deloitte. From IT to HR, marketing and more, our teams help to support the wider business in everything they do. Bringing your individual skills and specialist knowledge, you can make a far-reaching impact. Come join us.

Human Resources

At Deloitte, Human Resources is transforming. We are already an award-winning HR team but we’re not resting there. We want to make an impact that matters for our people, our clients and for society. To achieve this, we're firmly embedding HR into the business, advising and innovating along with our business leaders.

Personal independence

Regulation and controls are standard practice in our industry and Deloitte is no exception. These controls provide important legal protection for both you and the firm. We are subject to a number of audit regulations, one of which requires that certain colleagues abide by specific personal independence constraints (e.g., in relation to any financial interests and employment relationships). This can mean that you and your "Immediate Family Members" are not permitted to hold certain financial interests (shares, funds, bonds etc.) with audit clients of the firm, and also prohibitions on certain employment relationships (e.g., you are not permitted to hold a secondary employment role with SEC audit clients of the firm whilst being employed by the firm). The recruitment team will provide further details as you progress through the recruitment process, or you can contact the Independence team upon request.

Connect with your colleagues

"The amount of investment in me in terms of training and development has been incredible - it has undoubtedly helped me to progress my career." -Jim, Enabling Functions

Our hybrid working policy

You’ll be based in one of our UK offices with hybrid working.

At Deloitte we understand the importance of balancing your career alongside your home life. That’s why we’ll support you to work flexibly through our hybrid working policy. Depending on the requirements of your role, you’ll have the opportunity to work in your local office, virtual collaboration spaces, client sites and remotely. You’ll get the chance to meet face to face when needed, while you collaborate and learn from colleagues, share your experiences, and build the relationships that will fuel your career and prioritise your wellbeing. Please check with your recruiter about the specific working requirements that may apply for your role.

For a full job description, please visit our online Deloitte Careers portal.