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NOT PROTECTIVELY MARKED Issue date: 13/10/2016

Talent Manager
Job Description

Document No. N0013787 Rev 1

Version Final
Job Evaluation Reference L2
Line Manager (Position Title only) Talent Management Director
Directorate Talent Management Directorate
Location Manchester

Nuclear Baseline Role and Status This is an Amber Role

Contextual Information
1. NuGen is one of 3 new nuclear power station construction projects in the UK. The power
station, when completed, will provide 3.8GW known as Moorside, it is an Olympic-scale
opportunity for the communities of West Cumbria and will play a vital part in meeting the
UKs future energy needs
2. 3 Westinghouse Electric AP1000 reactors representing 7% of the UK electricity needs
3. Over 6,000 jobs created through a complex supply chain that needs to remain under the
controlling mind of the business
4. Highly regulated environment both from an environment and nuclear perspective as an
active construction project through to operation
5. 60 years plant operation
6. Fully funded decommissioning strategy and plan from FID

Job Purpose/Overview
The Talent Manager will operate in a complex new nuclear build environment. Responsible
for adopting a strategic approach to managing, translating, and executing the resourcing
strategy to attract, recruit, engage and on-board the right suitably qualified and
experienced people (SQEP). This needs to be a just in time approach for the right roles
and at the right time for the Moorside project. With recruitment recently being brought in-
house, and supported ad-hoc by several procured suppliers for highly skilled/technical
roles, the role will involve developing effective working relationships and working
collaboratively with agencies and senior leaders in understanding resourcing requirements
and needs.

To lead, coach and inspire a small recruitment team in driving high quality levels of
performance against aggressive strategic recruitment plans to meet project timelines and
KPIs. Responsible for building Employer Brand, development, and communication of
Employee Value Proposition (EVP) and adopting an approach to target Talent segments to
develop talent pools and talent pipelines to create a sustainable talent supply chain

The Talent Manager needs to take a long term strategic approach to talent and resourcing,
understanding the skillsets required at the different stages of the Moorside project. The
role requires undertaking succession planning, talent mapping and identification of
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Job Purpose/Overview
potential internal talent to retain and hone skills, before working closely with the Training
and Qualifications team to consider suitable talent solutions.

Principal Accountabilities (Outputs of the Job Activities & Decisions)

Accountable for execution of the recruitment plan by proactively managing recruitment
1. of core staff of all level roles up to and including Senior Management across the
Directorates, giving prioritisation to Nuclear Baseline roles.
Ensuring that headcount approvals are in place prior to the commencement of
2.
recruitment
Utilise a variety of direct recruitment methods to source candidates, or engage Agency
3.
support for specialist/technical roles where necessary
Schedule and conduct applicant interviews via telephone screening and face to face
4.
interviews in an efficient and professional manner
5. Briefing and management of Agencies to include contract reviews
Selection techniques including telephone interviewing, competency based interviewing
6. and psychometric testing to ensure that candidates selected have the necessary skills,
qualifications, and experience for the role. Take up of character references
NuGen Recruitment process to comply with UK legislation, adhere to best practices and
7. be in accordance with SLAs and KPIs, to attract and secure quality candidates in the
market place
Proactively manage candidate experience to ensure candidates remain engaged both for
8.
current and future opportunities.
9. Talent mapping to build Talent Pools to create talent supply chain
Develop and implement new recruitment strategies within the community to include
10.
advertising, career fairs, networking and sponsored events
Candidates to be Baseline Personal Security Standard (BPSS), security cleared or obtain
11.
relevant documentation to undertake clearance prior to commencement of employment
12. Responsible for managing effective on-boarding and conducting of HR inductions/metrics
Produce monthly KPI dashboard and reports on recruitment activity as required using the
13.
metrics to drive continuous improvement and quality/time to hire
14. Responsible for implementation and maintenance of an applicant database
Work with Learning & Capability Team to link with Universities, Colleges, and Schools to
15.
find the best future talent
Responsible for building employer brand and defining NuGens EVP to advance its market
16.
position and attract quality candidates
17. Succession planning and internal moves

Dimensions (Enter the size of team, budget, FAL, Strategy Autonomy)

1. Team leader role of circa 4 employees, 3 direct reports
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Dimensions (Enter the size of team, budget, FAL, Strategy Autonomy)

2. Responsible for budget of circa 330K
3. Supply chain/Procurement process/strategy
4. People & Skills Committee members
5. OpCo Board/Stakeholders
6. External Stakeholders

Organisational Chart

Knowledge, Skills, Qualifications & Experience

Essential
The successful candidate will be able to demonstrate some or all of the following:
1. Degree level (Bachelors) or equivalent; CIPD (Chartered Institute of Personnel
Development) qualified or equivalent

2. Extensive experience in recruitment, workforce planning, talent & succession planning,

defining leadership development solutions and programmes

3. Proven management experience and leadership qualities, skills. Consistently demonstrates

role model behaviour in line with NuGen company Values: ambition, teamwork, integrity,
accountable and safety

4. Good understanding of UK Employment Law to include Data Protection and Diversity

5. Excellent communication, networking and relationship development skills; able to

interface at all levels of the organisation

6. Well organised, creative, works well under pressure and delivers on time with attention to

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detail

Desirable
7. Recruitment experience in a highly regulated environment such as civil nuclear/energy,
aerospace, defence, rail infrastructure
8. Experience of working with start-up and JV projects as well as multinational projects
9. Recruitment Process Outsourced

Key Competencies including Nuclear

1. SQEP profile to be designed
2. Ability to achieve BPSS Clearance

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