Team Manager

The Team Manager is accountable for leading, developing and enabling a team of professional colleagues to achieve operational and strategic objectives. The role delivers results through effective leadership, fostering a high-performing, inclusive and engaged team environment while ensuring alignment with organisational priorities.  Working independently on complex assignments and initiatives, the Dedicated Team Manager applies advanced people leadership practices, professional judgement and business insight to improve team performance, enhance colleague experience and support the successful delivery of departmental outcomes. The role influences stakeholders, drives continuous improvement and leads colleagues through change while creating the conditions for individual and team success. 

Key Responsibilities

Leadership 

• Lead, coach and develop a team of professional colleagues, supporting high levels of performance, engagement and accountability. 
• Create a positive and inclusive team culture that encourages collaboration, innovation and continuous learning. 
• Provide clear direction, priorities and expectations to ensure successful achievement of business objectives. 
• Support colleagues in navigating complexity, ambiguity and organisational change. 
• Foster colleague wellbeing and psychological safety, creating an environment where individuals can perform at their best. 
• Manage workforce planning and talent development 

Performance Management 

• Set day-to-day operational priorities and objectives for the team. 
• Monitor team and individual performance against agreed goals and service expectations. 
• Conduct regular performance and development discussions, providing constructive feedback and coaching. 
• Recognise achievement and address performance gaps through appropriate performance management processes. 
• Ensure colleagues have the skills, knowledge and resources required to deliver successfully. 

Colleague Development & Capability Building 

• Identify skills gaps and development opportunities across the team. 
• Provide guidance, coaching and training to support capability growth and career progression. 
• Encourage knowledge sharing and best practice adoption across the team. 
• Develop colleagues' ability to work independently and exercise sound judgement in decision-making. 
• Support emerging leaders and build organisational capability through effective talent development. 

Change Leadership & Continuous Improvement 

• Lead colleagues through organisational, operational and cultural change initiatives. 
• Influence adoption of new concepts, practices and ways of working. 
• Identify opportunities to improve team effectiveness, colleague experience and operational performance. 
• Drive modifications to processes, systems and working practices to improve efficiency, quality and outcomes. 
• Encourage a culture of innovation, continuous improvement and accountability. 

Stakeholder Management & Communication 

• Build strong relationships with business leaders, People Team Partners and key stakeholders. 
• Influence stakeholders to support people initiatives, new approaches and organisational priorities. 
• Communicate complex messages in a clear and effective manner.
• Represent the team's perspective in discussions with senior leaders and stakeholders. 
• Conduct presentations, briefings and updates with leaders within the function as required. 

Operational Delivery 

• Deliver operational targets that contribute significantly to departmental performance. 
• Ensure resources are effectively allocated to meet business priorities and service requirements. 
• Oversee complex projects and initiatives within the team, ensuring quality delivery and achievement of objectives. 
• Monitor risks, issues and performance trends and implement corrective actions where necessary. 
• Exercise autonomy and sound judgement when making decisions in the best interests of the business. 

Success Measures 
Success in this role will be demonstrated through: 

• Achievement of departmental and operational performance targets. 
• High levels of colleague engagement and positive employee experience outcomes. 
• Strong talent development and internal progression. 
• Effective implementation of organisational change initiatives. 
• Improved team productivity, quality and operational efficiency. 
• Positive stakeholder feedback and strong leadership credibility. 
• Increased capability, autonomy and performance across the team. 
• Consistent demonstration of company values and leadership behaviours. 

Skills, Knowledge and Expertise

Essential 

• Significant experience leading and developing professional colleagues within a complex organisational environment. 
• Strong people leadership, coaching and performance management capability. 
• Experience of working in a matrix management model, given Consultants will be part of a capability to which they will report indirectly. 
• Demonstrated ability to manage autonomous professionals and drive results through others. 
• Experience influencing stakeholders and leading the adoption of new practices and approaches. 
• Strong change management and continuous improvement experience. 
• Ability to manage multiple priorities and deliver operational outcomes with significant departmental impact. 
• Strong analytical and problem-solving skills, with the ability to address complex issues using judgement and experience. 
• Excellent communication, relationship-building and stakeholder management skills. 
• Experience of implementing team management practices, colleague engagement initiatives and talent development frameworks. 
• Eligibility for SC clearance.

Preferred 

• Experience leading teams through organisational transformation and change. 
• Experience within a matrixed or global environment. 
• Coaching or leadership development accreditation.