Junior Talent Development Manager

Job Title: Junior Talent Development Manager

Department: Operations 

Line Manager: Head of Operational Excellence

Location: Morton Park, Darlington

Enhanced DBS Check Required: Yes

Salary: £43,00.00 – £46,000.00 per annum

Bonus Scheme: Yes

What’s the job?

The Junior Talent Development Manager plays a key role in delivering both Baltic’s operational strategy and wider people strategy by ensuring every new Coach is set up for success from day one. This role is responsible for creating a structured, engaging, and supportive onboarding and development journey that helps new starters build confidence, capability, and performance throughout their first 12–15 months with the business.

At Baltic, we are committed to investing in every new starter and giving every individual the best possible opportunity to succeed. We want all new Coaches to feel supported, connected, and empowered to thrive in their role, with a dedicated point of contact throughout their onboarding and development journey. The Junior Talent Development Manager will play a central role in shaping those early experiences, ensuring new starters feel welcomed, valued, and equipped for long term success. First impressions matter, and this role will often be the face of Baltic for new starters within Operations.

This role is ideal for someone who is genuinely passionate about developing people and helping others grow. You will be a motivating, patient, and empathetic manager with strong communication skills and a coaching led approach to management. You will take pride in supporting individuals to overcome challenges, build confidence, and achieve their potential, while maintaining high standards of learner experience, quality, and performance across the team.

Role Responsibilities (including but not limited to): 

Lead an Exceptional Onboarding Experience

•  Own and deliver a structured, engaging, and high impact onboarding journey for all new Coaches
•  Create a consistent experience that builds confidence, capability, and performance from the outset
• Ensure every Coach feels supported, connected, and set up for long-term success
• Recruit & Develop High Performing Coaches
• Take full ownership of a Coach’s development journey during their first 12–15 months
• Embed Baltic’s quality standards, values, and performance expectations into daily practice
• Use a coaching led management style to build autonomy, resilience, and professional confidence
• Build strong technical competence within new Coaches by developing their subject knowledge, digital expertise, and confidence in delivering high quality learner support across programmes.
• Ensure Coaches continuously develop their industry awareness and capability through structured learning, coaching, and practical application.

Drive Performance & Quality

• Monitor and manage key performance indicators, including:
  •  Retention
  •  Timely achievement rates
  • EPA achievement outcomes
  • T&L Quality
  • Learner progressions
  • Right First Time
  • Customer satisfaction
• Use insight, reporting, and trend analysis to proactively identify opportunities for improvement
•  Complete performance deep dives to support department wide improvements
• Complete monthly desktimes and caseload reviews
• Collaborate with quality and support teams to implement impactful action plans that drive measurable results

Build a Culture of Growth & Excellence

• Deliver and execute meaningful CPD plans that develop Coaches into subject matter experts
• Create a motivating and inclusive team culture where people feel valued, challenged, and inspired
• Celebrate success openly and consistently while taking accountability for team performance and improvement
• Support Learner Success
• Develop a strong understanding of End Point Assessment requirements and ensure Coaches prepare learners effectively for success
• Work closely with Programme Managers to ensure seamless transitions from onboarding into established team structures

Grow as a Leader

As a Junior Manager, you will be fully supported throughout your transition into leadership with a structured development journey designed to build your confidence, capability, and management skills.

Support will include:

• A dedicated mentor to provide ongoing guidance, support, and advice
• Structured leadership development tailored to help you succeed in your first management role
• Regular coaching and check-ins to support your growth and development
• Sessions with the People & Culture Team focused on leadership behaviours, communication, and people management skills
•  Opportunities to build your confidence, influence, and leadership capability within a supportive environment
• Exposure to cross functional working and collaboration with wider business stakeholders
• Clear progression opportunities, with future development pathways that could lead to promotion into a Programme Manager role

Desirable Skills & Experience:

• Prior completion of the Line Management Talent Academy
• Experience working across multiple apprenticeship programmes
• Experience coaching, mentoring, or managing individuals and supporting their professional development
• Strong leadership, interpersonal, and communication skills
• Excellent product and programme knowledge
• The ability to build credibility, trust, and positive working relationships across the Coach Team, Teaching & Learning, IQA and the wider business
• Good understanding of reporting and data analysis to support programme monitoring, planning, and performance management
• Strong understanding of the learner journey and the factors that drive learner success
• A proactive approach to identifying trends, solving problems, and implementing improvements to support both learner and colleague performance