Senior Team Manager

• Directly lead and manage a defined team of professional colleagues.
• Delivery of team and operational objectives.
• Colleague engagement, wellbeing and retention.
• Building and sustaining a high-performing team culture in their region.
• Talent development, succession planning and leadership capability.
• Effective implementation of organisational change.
• Continuous improvement of team performance, processes and colleague experience.
• Resource planning and workforce capability.
• Leadership effectiveness across the team.

Key Responsibilities

• Lead, inspire and develop a team of experienced professionals to achieve business and people objectives.
• Translate departmental priorities into measurable team goals and operational plans.
• Build a high-performing, inclusive and future-focused team culture.
• Create clarity of purpose, direction and accountability across the team.
• Champion organisational values, leadership expectations and people team practices.
• Lead workforce planning activities to ensure capability aligns with current and future business needs.

• Drive a culture of high performance through effective goal setting, coaching and feedback.
• Oversee colleague performance, development and career progression.
• Support colleagues in achieving their full potential through coaching, mentoring and development planning.
• Identify and develop future leaders and critical talent within the team.
• Promote colleague engagement, wellbeing and psychological safety.
• Ensure consistent application of performance management frameworks and people processes.
• Support the Regional Leader in facilitating performance and progression calibration, helping ensure consistent interpretation and application of standards across Team Managers.

• Implement short-term operational plans that contribute directly to departmental objectives and business results.
• Monitor team effectiveness and resource allocation to ensure delivery of key priorities.
• Drive improvements to processes, systems and ways of working to enhance performance and colleague experience.
• Lead initiatives that strengthen team capability, effectiveness and adaptability.
• Own and deliver agreed regional workstreams or improvement initiatives, translating Delivery Enablement priorities into practical implementation across Team Managers.
• Establish clear performance measures and monitor progress against agreed outcomes.
• Resolve difficult team management issues using professional judgement, prior experience and analysis, escalating matters where complexity or authority requires broader leadership input.

• Lead colleagues through business, operational and organisational change.
• Help teams understand and adopt new approaches, practices and priorities.
• Build organisational resilience and readiness for future business challenges.
• Encourage innovation and continuous improvement across the team.
• Foster a mindset of learning, adaptability and growth.

• Develop strong relationships with leaders, HR partners and key stakeholders.
• Influence internal and external stakeholders to gain support for people strategies, initiatives and new approaches.
• Represent the team or practice area in leadership discussions and decision-making forums.
• Conduct presentations, updates and briefings with senior leaders within the function.
• Act as a trusted advisor on team effectiveness, employee engagement and people-related matters.

• Build and maintain a strong succession pipeline within the team.
• Ensure employees have access to learning, development and growth opportunities.
• Coach and mentor Team Managers and emerging leaders, contributing to Team Manager onboarding and continued management development across the region.
• Review, delegate and provide oversight on the work of team members.
• Drive knowledge sharing and continuous development of professional expertise.

• Achievement of operational and departmental objectives.
• Strong employee engagement and wellbeing results.
• High levels of team performance and productivity.
• Successful development and retention of key talent.
• Strength of succession plans and leadership pipelines.
• Positive employee experience outcomes.
• Effective adoption of organisational change initiatives.
• Continuous improvement in team capability, effectiveness and service delivery.
• Strong stakeholder relationships and leadership credibility.

Skills, Knowledge and Expertise

• Significant experience leading experienced professional teams within a complex business environment.
• Experience of working in a matrix management model, given Consultants will be part of a capability to which they will report indirectly.
• Demonstrated success in people leadership, coaching and talent development.
• Ability to create high-performing and engaged teams.
• Strong stakeholder management and influencing skills.
• Experience translating strategic priorities into operational delivery plans.
• Proven ability to lead organisational change and continuous improvement initiatives.
• Strong business acumen and decision-making capability.
• Excellent communication and relationship-building skills.
• Comprehensive knowledge and experience of team management practices, colleague engagement initiatives and talent development frameworks.

• Experience leading specialist functions, practices or centres of expertise.
• Experience operating within a global or matrix organisation.
• Formal coaching or leadership development accreditation.