Head of Talent Development

This is the role that shapes how 700 people grow, progress, and get recognised. It's a builder's job as much as an operator's job — you'll design the systems, not just run them.

Responsibilities

Own Back Market's Talent Development practice end to end, connecting performance, careers, skills, learning, and succession into one system; Land the redesigned People Cycle, including annual review, mid-year career conversation, calibration, and L6-L7 promotion committee, with retroplans, Workday configuration, and a manager training wave; Build the job and competency framework on the Career Architecture together with Talent Acquisition and Rewards; Lead the Workday Talent module remaster and the Workday Learning deployment as business owner, working with HR Tech as system owner counterpart; Redesign the learning offer and deliver priority programmes for managers and teams; Manage and grow a team of 2 to 3 FTE, set the roadmap, balance run vs. build, and make the case for headcount; Co-own the Talent hub roadmap with the Head of Talent Acquisition and represent Talent Development in the People leadership team and with the Exco

Requirements

10+ years in talent management, talent development, or learning, with a track record of building (not only running) performance cycles and competency frameworks in a fast-growing, international company; Hands-on experience with a Workday Talent or Learning deployment as business owner, or an equivalent HRIS talent suite; Learning budget ownership and real build-versus-buy decisions, including vendors and content strategy; Experience managing and growing a team of talent or learning professionals; The ability to lead without hierarchy, with People Partners, senior leaders, and cross-functional partners who don't report to you; Excellent communication skills in English; French is a strong plus

Nice to have

Multi-country experience across Europe, the US, or Asia; Background in a scale-up or tech environment

Benefits

Mission-driven work environment; Hybrid work with 2 remote days a week and 1 remote work week per quarter, plus 3 flex days; Employee Resource Groups, including mentorship programs, comprehensive accessibility policies, and cultural competency training