HR Capability Manager, SEO, Perm, 0.6 Job Share. Liverpool, Newport


Company:	Government Recruitment Service
Salary:	£45,348 to £45,348 a year
Hours:	Part-time
Location:	L20 7HS
Job type:	Permanent
Posting date:	20 Oct 2026
Closing date:	2 Nov 2026

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Summary

This is a job-share opportunity working 0.6 FTE across Monday, Tuesday and Wednesday where you will be able to make visible organisational impact, partnering with senior leaders to improve capability and create a culture of continuous learning, improvement and high performance.
Shape the future workforce of our organisation, leading the development of capability frameworks, talent management strategies that directly support long term organisational success
Drive strategic change and innovation, translating business priorities into impactful learning, coaching and development programmes that build skills, strengthen leadership and improve performance across the organisation

Job Purpose:

This role focusses on identifying, developing, and maintaining the skills and knowledge within an organisation to achieve strategic goals, often through a variety of training, mentoring and coaching.

Key Responsibilities:

Assessing current skills and identifying areas where development is needed to meet current and future organisational needs at both operational and leadership levels.
Translating business strategy into multi -year capability roadmaps.
Developing capability plans to address identified gaps, including training programmes, mentorship initiatives and other development initiatives.
Leading the design, delivery and evaluation of all training programmes to enhance employee skills and knowledge.
Be the project lead for new capability initiatives.
Providing guidance and support to employees to help them reach their full potential
Monitoring employee performance, providing feedback and identifying areas for improvement.
Embedding a capability framework for different teams and professions across the Commission
Succession planning – identifying and developing potential future leaders within the organisation and enhance succession management processes and effectively integrate with talent pool practices.
Identifying talent, producing a quarterly talent dashboard and providing opportunities for wider development.
Continuous improvement – regularly reviewing and improving capability development programmes and processes, utilising technology where appropriate.
Working with the Performance Manager to track the effectiveness of development initiatives and report on progress to stakeholders.

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