Talent Strategy and Insights Director, CoE

<p></p><h1><span class="emphasis">Talent Strategy and Insights Director </span></h1><p></p><p>The Talent Strategy and Insights Director is responsible for shaping and executing a forward-looking talent strategy that enables business growth and workforce agility. This role leverages AI, analytics, and innovative technologies to drive succession health and organizational capability integrated with our skills strategy. The role will drive succession planning, pipeline development, early talent, and global talent processes. The role holder will act as a strategic advisor to senior leaders, leveraging insights and external best practices to shape innovative, high-impact talent solutions that strengthen leadership pipelines and organizational agility.</p><p></p><p>This is an enterprise Centre of Excellence, Talent Strategy and Insights role focused on succession health, pipeline development, leadership acceleration, underpinned by AI<span>‑</span>enabled talent intelligence and senior<span>‑</span>level advisory. It is a specialist individual contributor role, but one that leads complex programmes of work, collaborating closely with cross<span>‑</span>functional stakeholders and leading project teams and external partners to deliver enterprise outcomes.</p><p></p><p></p><h2></h2><h2><b>Key Responsibilities:</b></h2><p></p><p><b>Talent Strategy </b></p><ul><li><p>Design and shape enterprise-wide talent strategy aligned to future business needs and capability shifts.</p></li><li><p>Partner with Talent Business Leads to identify talent risks, opportunities, and interventions to shape and develop bespoke and enterprise solutions where appropriate</p></li><li><p>Oversee succession planning for critical enterprise roles, using AI to assess pipeline strength and readiness.</p></li><li><p>Lead the strategy and design of key talent acceleration programmes (for executive and emerging talent pools)</p></li></ul><p></p><p><b>Talent Intelligence </b></p><ul><li><p>Build and use Talent Intelligence to enhance succession planning, leadership readiness, and capability building by leveraging AI and analytics.</p></li><li><p>Using established external networks, benchmark internal talent data against external market trends to inform strategic talent decisions.</p></li></ul><p></p><p><b>Internal Mobility &amp; Talent Flow</b></p><ul><li><p>Design and implement enterprise-wide internal mobility approach to unlock career growth and workforce agility.</p></li><li><p>Partner with HR business leaders and Talent acquisition to embed mobility into talent planning processes.</p></li></ul><p></p><p><b>Early in Career Approach</b></p><ul><li><p>Lead the strategic design and framework of the early talent agenda, including graduates, interns, and apprentices integrating it into the broader skills agenda to support long-term growth.</p></li><li><p>Use AI and predictive analytics to identify future skill needs and inform early talent pipeline development.</p></li><li><p>Monitor performance, retention, and progression of early talent cohorts to inform continuous improvement and investment.</p></li></ul><p></p><p><b>Operational Excellence &amp; Enablement</b></p><ul><li><p>Ensure high-quality delivery of enterprise talent projects, including budget oversight, communication planning, and business-led implementation.</p></li><li><p>Oversee talent processes, ensuring alignment with enterprise priorities.</p></li><li><p>Ensure compliance with internal policies and external regulations related to talent data and planning</p></li></ul><p></p><p><b>Stakeholder Engagement &amp; Advisory</b></p><ul><li><p>Act as a strategic advisor to senior leaders, shaping and embedding talent solutions into transformation initiatives.</p></li><li><p>Prepare executive-level reporting and presentations for talent boards and governance forums.</p></li><li><p></p></li></ul><p><b>External Innovation &amp; Partnerships</b> </p><ul><li><p>Collaborate with external experts and partners to bring cutting-edge practices and technologies into GSK’s talent ecosystem.</p></li></ul><p></p><p><b>Strategic Work and Workforce planning and organizational effectiveness </b></p><ul><li><p>Design and operationalise a workforce<span>‑</span>planning and org effectiveness frameworks, tools, modelling and governance that enable HRBPs to turn strategy into actionable plans.</p></li><li><p>Build HRBP capability through training, coaching, playbooks and dashboards, provide standard methodologies (forecasting, skills<span>‑</span>gap analysis, scenario and org modelling, succession planning) and supply analytics to inform decisions. Act as the centre<span>‑</span>led escalation point to monitor adoption, measure impact and ensure consistent policy application.</p></li></ul><p></p><p></p><p></p><p></p><p></p><h1></h1><h1><span class="emphasis">Why You!</span></h1><p>We are seeking professionals with the following required skills and qualifications to help us achieve our goals:</p><p>Please be aware this not a Talent Acquisition Management role and candidates whose experience has been primarily in Talent Acquisition are unlikely to be a fit.</p><p><b> </b></p><p><b>Key Skills</b></p><ul><li><p><span>Strategic &amp; Analytical Expertise: Apply AI and data analytics to workforce planning and talent management; interpret complex data to inform actionable strategies; leverage assessment and succession tools to guide decisions.</span></p></li><li><p><span>Future-Focused Innovation: Anticipate emerging workforce challenges and design forward-looking talent solutions aligned with technological and organizational shifts.</span></p></li><li><p><span>Leadership &amp; Collaboration: Influence senior stakeholders and lead cross-functional teams to drive alignment, accountability, and excellence across talent initiatives.</span></p></li><li><p><span>Navigating Ambiguity: Operate effectively in dynamic environments, adapting frameworks to evolving business needs and external trends.</span></p></li><li><p><span>Independent Execution: Own and deliver enterprise-level talent initiatives with minimal oversight, balancing strategic vision with operational discipline.</span></p></li></ul><p><span> </span></p><p></p><p><b>Qualifications and Experience </b></p><ul><li><p>Proven track record of driving succession planning, talent assessments, and governance frameworks at a strategic level.</p></li><li><p>Worked in a Global matrix organisation</p></li><li><p>Delivered interventions from concept through to implementation and impact measurement</p></li><li><p>Business value first mindset</p></li><li><p>End to end project management</p></li><li><p>HR Business Partnering experience is beneficial, given the level of senior stakeholder engagement.</p></li></ul><p></p><h1></h1><h1></h1><h1><span class="emphasis">How to apply</span></h1><p>If this role excites you, please apply with your CV and a short cover letter that highlights your relevant experience and what you would bring to this role. We look forward to hearing from you.<br /><br /><span class="emphasis">Working pattern</span><br />This role is hybrid, with the expectation of min 2 days a week onsite at our central London HQ.</p><p></p><p><span class="emphasis">Closing Date: 15th April 2026</span></p><p><br /><br /><span class="emphasis">What we offer</span><br />You will join a team focused on meaningful work that supports our mission of uniting science, technology and talent to get ahead of disease together. You will have the opportunity to grow your skills, lead high-impact projects and shape how we develop future leaders.<br /> </p><p></p><p><b>Why GSK?</b></p><p><b>Uniting science, technology and talent to get ahead of disease together.</b></p><p> </p><p>GSK is a global biopharma company with a purpose to unite science, technology and talent to get ahead of disease together. We aim to positively impact the health of 2.5 billion people by the end of the decade, as a successful, growing company where people can thrive. We get ahead of disease by preventing and treating it with innovation in specialty medicines and vaccines. We focus on four therapeutic areas: respiratory, immunology and inflammation; oncology; HIV; and infectious diseases – to impact health at scale.</p><p> </p><p>People and patients around the world count on the medicines and vaccines we make, so we’re committed to creating an environment where our people can thrive and focus on what matters most. Our culture of being ambitious for patients, accountable for impact and doing the right thing is the foundation for how, together, we deliver for patients, shareholders and our people.</p><p> </p><p>GSK is an Equal Opportunity Employer. This ensures that all qualified applicants will receive equal consideration for employment without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), military service or any basis prohibited under federal, state or local law.</p><p> </p><p>We believe in an agile working culture for all our roles. If flexibility is important to you, we encourage you to explore with our hiring team what the opportunities are.</p><p> </p><p>Should you require any adjustments to our process to assist you in demonstrating your strengths and capabilities contact us at <a target="_blank" href="mailto:UKRecruitment.Adjustments&#64;gsk.com"><span style="color:#0000ff"><u>UKRecruitment.Adjustments&#64;gsk.com</u></span></a> where you can also request a call.</p><p> </p><p>Please note should your enquiry not relate to adjustments, we will not be able to support you through these channels. However, we have created a  Recruitment FAQ guide. Click the <a target="_blank" href="https://www.gsk.com/en-gb/careers/how-we-hire/frequently-asked-questions/"><span style="color:#0000ff"><u>link</u></span></a> where you will find answers to multiple questions we receive</p><p> </p><p><b>Important notice to Employment businesses/ Agencies</b></p><p>GSK does not accept referrals from employment businesses and/or employment agencies in respect of the vacancies posted on this site. All employment businesses/agencies are required to contact GSK&#39;s commercial and general procurement/human resources department to obtain prior written authorization before referring any candidates to GSK. The obtaining of prior written authorization is a condition precedent to any agreement (verbal or written) between the employment business/ agency and GSK. In the absence of such written authorization being obtained any actions undertaken by the employment business/agency shall be deemed to have been performed without the consent or contractual agreement of GSK. GSK shall therefore not be liable for any fees arising from such actions or any fees arising from any referrals by employment businesses/agencies in respect of the vacancies posted on this site.</p><p> </p><p>Please note that if you are a US Licensed Healthcare Professional or Healthcare Professional as defined by the laws of the state issuing your license, GSK may be required to capture and report expenses GSK incurs, on your behalf, in the event you are afforded an interview for employment. This capture of applicable transfers of value is necessary to ensure GSK’s compliance to all federal and state US Transparency requirements. For more information, please visit the Centers for Medicare and Medicaid Services (CMS) website at <a target="_blank" href="https://openpaymentsdata.cms.gov/"><span style="color:#0000ff"><u>https://openpaymentsdata.cms.gov/</u></span></a></p>