Talent Acquisition and Workforce Planning Lead – Internal Mobility / Special Projects

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Talent Acquisition and Workforce Planning Lead – Internal Mobility and Special Projects

Join a team where  Purpose  is at the heart of everything we do,  Ambition  drives us to be the best we can be, Respect  shapes our culture and Trust  builds our foundation.

We're not just hiring — we're inviting you to  build the future  with us. If you're curious, driven, and ready to leave your mark, this is your invitation to make your next move.

Contract: Permanent

Working hours: 35 hours per week is full time. Where possible, we are open to considering part time/flexible working patterns. Please let us know in your application your desired working pattern.

Location: London or Coventry

Salary: £60,045 (London) or £56,840 (Coventry)

Reporting to: Talent Acquisition and Workforce Planning Manager

By joining our team, you'll enjoy the best of both worlds – hybrid working and the collaboration of a great office environment. Our permanent hybrid policy sees us all working at least four days across a fortnight in the office. As well as extensive opportunities for personal and career development.

About Us:

The Financial Ombudsman Service is an independent, not-for-profit organisation that plays a vital role in UK financial services. Every day we help resolve disputes between consumers, or small businesses, and their financial service providers.

Our Talent Acquisition and Workforce Planning team is helping shape a more agile, skills-led organisation. We are looking beyond traditional recruitment to make it easier for talent to move, grow and contribute where it is needed most.

What You’ll Do:

This is an opportunity to shape how talent moves and grows across the organisation. You will lead our approach to internal mobility, turning workforce strategy into practical, skills-based ways of deploying and developing internal talent.

You will work across the organisation to create an approach that is fair, simple and effective, leading delivery through Senior Talent Acquisition Advisers and partnering with HR, Talent Development, Finance and senior leaders.

You will also lead complex, high-impact projects that shape new workforce, mobility and talent acquisition approaches, bringing together stakeholders across the organisation and turning strategy into sustainable change.

You will be a trusted expert on internal mobility, using data, insight and sound judgement to help leaders make better workforce decisions and choose when to build, buy, borrow, redeploy or mobilise talent.

You will also:

- Create clear, consistent and inclusive frameworks for internal mobility, redeployment and skills-based deployment.

- Lead high-profile workforce, mobility and talent acquisition projects that turn new ideas into sustainable ways of working.

- Use workforce and market insight to spot capability risks, shape options and measure impact.

- Influence leaders to think differently about how and where talent can be deployed.

- Bring our Employee Value Proposition to life across internal mobility, attraction and assessment.

- Champion smart, responsible use of technology and AI to improve the talent experience and workforce insight.

- Lead and develop Senior Talent Acquisition Advisers, creating clarity on priorities and enabling great delivery through others.

To be considered for this role, you’ll need to show us that you’ve got the skills and capabilities. You’ll have to meet the following minimum criteria:

Minimum Criteria

- Significant experience leading internal mobility, redeployment, talent deployment or strategic workforce planning at organisational or major portfolio level.

- Experience designing and implementing internal mobility, redeployment, career pathway or skills-based deployment frameworks.

- Experience advising and influencing Director or Executive-level stakeholders on complex workforce matters.

- Experience using workforce and market data to identify risks, develop options and influence decisions.

- Experience leading complex, cross-organisational change or transformation projects.

It would also be nice for you…

- Experience leading specialist colleagues and delivering through others.

- Experience creating effective governance for internal mobility, redeployment or workforce deployment.

- Sound judgement when navigating complex, ambiguous or sensitive workforce situations.

- A joined-up view of internal mobility, talent acquisition, workforce planning and talent development.

- Experience using HR technology or AI-enabled tools to improve workforce or talent outcomes.

- A strong understanding of internal mobility, skills-based workforce approaches and labour-market trends.

Why You'll Love Working With Us:

We are a values led organisation. Our values define our culture, influence our decisions, and underpin our vision and strategy.  They set out how we play our PART through Purpose, Ambition, Respect and Trust. You can learn more about our values here: https://www.financial-ombudsman.org.uk/who-we-are/aims-values

- Flexibility : Work your way — remote, hybrid, or in-office
- Wellbeing : [Health plan, gym memberships, mental health support]
- Growth : We invest in your future with [courses, mentorship, promotions]
- Culture : Diverse. Inclusive. Collaborative. Fun.

We pride ourselves on our reward package, and it reflects the importance of the work our people do. We offer highly competitive and transparent pay and benefits, bringing together base salary, generous non-contributory pensions , private healthcare and a wide range of other benefits including:

- 25 days holiday entitlement, with the option to buy up to 15 days extra or sell up to 5 days (all figures are full-time equivalent)
- Various Family Friendly Policies, including enhanced maternity pay, carers and dependants leave
- Employer provided benefits such as Private medical insurance, Income protection, Critical illness cover, Life assurance cover, to name a few
- Choice of voluntary benefits including Technology scheme, Dental cover, Travel insurance amongst others
- Gym membership discounts, a fully equipped on-site wellness centre open 24/7 in London only, and remote classes

Designed to be flexible across different life stages, our approach goes beyond a one size fits all model - recognising contribution and supporting wellbeing.

Let’s Make This Easy.

Please upload a copy your CV by midnight on 27th November 2026. Successful candidates will be invited to complete a series of online assessments as part of the recruitment process.

Due to high application numbers this advert may end earlier than the date specified, so please don't delay and apply now!

A full job profile is available on request and will be provided to candidates shortlisted to the first stage of the assessment process.

We are proud to be a Disability Confident Leader and, under the scheme, will progress a fair and proportionate number of disabled applicants who meet the minimum criteria to interview. Interviews may be conducted via video, telephone, or a panel Interview, with some vacancies requiring an online assessment to measure the minimum criteria

The Financial Ombudsman is an Equal Opportunity Employer.

We celebrate diversity and are committed to creating an inclusive environment for all team We view diversity as fundamental to our success and welcome applications from underrepresented groups across all communities. Please click on the link below to find out more

https://www.financial-ombudsman.org.uk/who-we-are/aims-values/diversity-inclusion

Don’t miss out be part of the journey and take advantage of this opportunity.

Authenticity of applications

We welcome the responsible use of AI to support application preparation. Any CV or supporting statement should still represent your own experience, knowledge, and achievements, enabling us to gain a genuine understanding of what you would bring to the role.

How we use AI in our recruitment process.

We use HiredScore, an AI supported recruitment tool, to help our Talent Acquisition team and hiring managers review applications in a structured and consistent way. HiredScore supports the process; but people remain responsible for all recruitment decisions.

For more information on how this works, please refer to the FAQs document here