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Job Purpose
The People Partner – Talent Development leads CCS’s strategic workforce capability agenda, ensuring the business builds, develops and retains the skills required for sustainable growth.
The role is responsible for designing and delivering an integrated talent strategy that connects recruitment, development, succession, and retention, with a strong emphasis on growing internal capability through apprenticeships, early careers pathways, and innovative in-house training models.
This role ensures CCS reduces reliance on external labour markets by developing structured career pathways and scalable training frameworks, while delivering a consistent, high-quality onboarding and induction experience across all regions.
Key Strategic Accountabilities
- Develop a 2–3 year workforce development roadmap aligned to business growth plans
- Design a “build vs buy” talent strategy, increasing internal progression and reducing dependency on external hires
- Lead the apprenticeship and early careers strategy, including partnerships with colleges, training providers and funding bodies
- Establish structured career pathways across key operational and compliance roles
- Embed succession planning frameworks linked to development pipelines
Responsibilities
Learning & Development Strategy
- Develop and deliver the CCS learning and development strategy aligned to workforce planning and growth forecasts
- Create role-based development pathways from entry-level through to leadership
- Design innovative in-house technical and leadership programmes aligned to retrofit, compliance, and operational excellence
- Standardise training frameworks across all regions to ensure consistency of quality and delivery
- Ensure training investment drives measurable improvements in productivity, quality and retention
- Establish internal talent acceleration programmes for high-potential individuals
Talent Acquisition & Workforce Planning
- Lead strategic workforce planning in partnership with senior leaders
- Develop proactive talent pipelines aligned to forecast demand
- Reduce reactive recruitment through structured pipeline forecasting
- Align recruitment strategy with development pathways to ensure continuity
- Oversee employer branding aligned to CCS’s growth and sustainability narrative
- Track and improve key recruitment metrics including quality of hire and 90-day retention
- Ensure recruitment strategy aligns with long-term development and succession planning to create sustainable internal talent flow.
Onboarding & Early Retention
- Design and implement a standardised CCS 90-day onboarding framework across all departments and regions
- Ensure induction aligns with role-based training pathways and cultural expectations
- Embed measurable 30/60/90-day milestones
- Track early attrition trends and refine onboarding accordingly
- Ensure managers are accountable for structured early-stage integration
People Strategy
- Embed a culture of continuous learning and internal progression
- Ensure development opportunities are visible and accessible across the business
- Align engagement strategy with career progression pathways
- Promote leadership accountability for team development
- Champion fair access to apprenticeships and progression routes
- Strategic Workforce Insight
- Develop workforce capability dashboards (skills gaps, succession coverage, internal promotion rates)
- Track return on investment of training programmes
- Monitor build vs buy talent ratio
- Analyse retention trends linked to development access
- Present quarterly talent risk analysis to senior leadership
Team Collaboration
- Work in close partnership with the People Partner - Operations to align workforce supply with operational demand
- Manage a team of 2; Talent Resourcing Partner & Training & Development Coordinator
- Support leadership teams in identifying future skills requirements
- Collaborate with Business Governance to ensure compliance training supports audit readiness
- Ensure integration between recruitment, induction, training delivery and performance management
Skills/Experience
- Proven experience in learning & development, talent development, and/or recruitment, with the ability to translate business needs into effective people capability solutions
- Demonstrable experience designing apprenticeship or early careers programmes
- Experience building internal career pathways in operational or technical environments
- Strong commercial awareness and ability to link workforce investment to business outcomes
- Ability to influence, advise, and coach at all levels
- Strong organisational skills with a proactive, solutions-focused approach
Personal Attributes
- You pride yourself on truth and share knowledge for the greater good.
- You are committed to improvement and are an active team participant.
- You accept responsibility for your role and promote ownership in others.
- You have a desire to be successful and achieve goals, whether small or large.
- You are flexible to meet business needs and actively work towards expanding your knowledge and developing your skills.