Emerging Talent Advisor

Colliers is a leading commercial real estate services company, providing a full range of services to real estate occupiers, developers and investors on a local, national and international basis. Our UK business is headquartered in London, with over 1,300 specialists across 16 offices in the UK and Ireland.

Role Purpose

The Emerging Talent & Talent Development Advisor coordinates and manages the post-join experience for graduates, apprentices, interns and other early-career colleagues across the UK business. Approximately 60% of the role is focused on the operational delivery and continuous improvement of Emerging Talent activity, including induction, rotations, professional qualifications, apprenticeships, internships, cohort engagement, performance support, programme records and key annual milestones. The remaining 40% contributes to wider Talent & Development priorities, including business skills, learning facilitation and capability-building. Working across Talent & Development, Talent Acquisition, HR Administration, HR Business Partners and the business, the postholder ensures participants, managers and stakeholders receive a consistent, well-governed and high-quality experience aligned to Colliers’ People & Culture strategy.

Key Responsibilities

• Emerging Talent programme management: Coordinate the annual operational cycle for graduates, apprentices, interns and other early-career colleagues, maintaining clear plans, milestones, communications and handoffs across Talent Acquisition, Talent & Development and HR Administration.
• Induction and onboarding: Plan and deliver the annual Emerging Talent induction, including agendas, speakers, invitations, materials, attendance, dietary requirements, catering, building access, regional travel and accommodation, the cohort mixer and team-building activity; act as a visible host and facilitator throughout.
• Rotations and placement: Manage scheduled graduate rotation cycles, consult participants on preferences and competency needs, assess business capacity, coordinate decisions with Heads of Department and regional offices, and maintain accurate placement and costing information.
• Newly Qualified process: Maintain the pipeline of colleagues approaching qualification, confirm anticipated APC sit dates and proposed NQ departments, coordinate seat approvals, work with HR Business Partners and HR Administration on salary, bonus, title, contract and cost-code changes, and support referred candidates through the agreed process.
• Professional qualifications: Coordinate RICS enrolment, candidate subscriptions, APC counsellor allocation, structured training, CPD and submission milestones; monitor progress and liaise with candidates, managers, training partners and professional bodies to resolve issues promptly.
• Apprenticeships: Coordinate enrolment with training providers, maintain records on the Digital Apprenticeship Service, monitor protected off-the-job learning and levy position, support business-direct apprentice requests, and administer pauses, stops or changes where required.
• Internships and placements: Manage the post-selection internship and placement experience, including onboarding, induction, group projects, manager guidance, feedback and transition into the Early Assessment Centre or future graduate pipeline, working closely with Talent Acquisition and participating departments.
• Performance and participant support: Act as a key point of contact for participants and managers, providing clear guidance on programme expectations, development milestones, available support and emerging performance matters, escalating appropriately and involving HR Business Partners where needed.
• Cohort engagement and outreach: Coordinate cohort engagement activity, including the Emerging Talent Challenge, mixers, social events, schools engagement and agreed diversity and outreach commitments, ensuring clear briefs, governance and stakeholder involvement.
• Pay-cycle administration: Prepare accurate annual scheme salary-review and bonus data for graduates and apprentices, validate eligible populations with HR Business Partners, and hand approved changes to HR Administration for processing; support the NQ pay process without independently setting or approving remuneration.
• Business skills and wider Talent & Development: Facilitate or co-facilitate learning for Emerging Talent and wider colleague groups, create practical resources and communications, contribute to professional skills, leadership, mentoring, digital capability and other agreed Talent & Development priorities, and actively contribute to the Early Careers strategy and its ongoing development within wider Talent & Development initiatives.

Core Programmes and Activity Areas

• Emerging Talent induction, onboarding, annual communications and participant support.
• Graduate rotations, department placement, costings and Newly Qualified transitions.
• RICS enrolment, APC progress, counsellor allocation, professional training, CPD and qualification outcomes.
• Apprenticeship provider coordination, Digital Apprenticeship Service administration, levy monitoring and off-the-job learning requirements.
• Summer internships, placements, Early Assessment Centre handover and future-talent pipeline support.
• Scheme salary-review and bonus administration, working with HR Business Partners and HR Administration.
• Cohort engagement, the Emerging Talent Challenge, schools engagement and agreed diversity and outreach activity.
• Emerging Talent inbox, central tracker, programme records, shared documentation and management information.
• Business skills facilitation and wider Talent & Development activity, maintaining the intended 60% Emerging Talent and 40% broader delivery balance.

Key Stakeholders

• Head of UK Talent & Development and the wider Talent & Development team.
• Talent Acquisition, HR Administration, HR Business Partners and other People & Culture colleagues.
• Graduates, apprentices, interns, placement students and other early-career colleagues.
• Heads of Department, Heads of Office, line managers, graduate managers, supervisors, APC counsellors, mentors and buddies.
• Senior leaders and subject matter experts involved in induction, programme delivery, assessment or cohort events.
• Professional bodies, universities, apprenticeship providers, specialist trainers and outreach partners.
• Finance, Marketing, Facilities, IT and other internal teams supporting systems, events, budgets, communications and logistics.

Skills, Knowledge and Behaviours

• Strong interest in learning, development, talent development, employee experience and organisational culture.
• Confidence facilitating or co-facilitating learning sessions, with the ability to create an inclusive, professional and engaging environment for participants.
• Excellent organisation and prioritisation, with the ability to manage multiple programmes, events, deadlines and stakeholder needs.
• Clear and professional written and verbal communication skills, with the ability to adapt messages for participants, managers and senior stakeholders.
• Strong stakeholder management skills, including responsiveness, relationship-building, follow-through and collaborative working.
• Good understanding of colleague development needs, business skills capability and the learning approaches required to support people at different career stages.
• Analytical capability and attention to detail when managing programme data, participant records, feedback and evaluation outputs.
• Good digital confidence, including Microsoft Outlook, Teams, Excel, PowerPoint, Word and shared document libraries.
• Discretion and professionalism when handling employee, participant or programme information.
• Curiosity, initiative and a continuous improvement mindset, with an active interest in how Early Careers is evolving within Talent & Development and the confidence to contribute ideas that strengthen strategy, learning activity and the participant experience.

Success Measures

• All induction, rotation, qualification, apprenticeship, internship and NQ milestones are planned, communicated and delivered to the agreed annual timetable.
• The central Emerging Talent tracker, inbox and shared records are current, accurate and maintained as reliable sources of programme information.
• Participants understand their pathway, placements, qualification requirements, key dates and available support, with queries answered or routed promptly.
• Rotation and NQ decisions are supported by complete preference, competency, seat, costing and qualification data, with timely stakeholder confirmation.
• RICS, APC, university and apprenticeship enrolments and progress requirements are completed accurately and within provider deadlines.
• Salary-review and bonus data is prepared accurately, appropriately approved and handed to HR Administration in time for processing.
• Managers and key stakeholders receive clear, timely and practical communications, with risks and exceptions escalated early.
• Learning sessions, induction activity and cohort events are delivered professionally and receive positive participant and stakeholder feedback.
• Evidence from attendance, completion, progress, feedback and programme outcomes is used to drive continuous improvement while maintaining the intended 60% Emerging Talent and 40% wider Talent & Development focus.

Role Scope and Exclusions

This role is primarily focused on the post-join management and development of Emerging Talent, representing approximately 60% of the role, with the remaining 40% supporting wider Talent & Development delivery. The postholder coordinates processes across teams but does not own graduate, apprentice or intern attraction, candidate screening, selection strategy, offer approval or hiring decisions, which remain with Talent Acquisition and the relevant business approvers. The role prepares and coordinates salary, bonus, contract and cost-code information but does not independently approve remuneration or make contractual changes; these remain with the appropriate HR Business Partners, HR Administration and senior approvers. The role provides guidance and operational support on performance matters but does not replace formal employee-relations ownership.

Development Opportunities

The role provides a strong platform for progression within Talent & Development by building specialist experience in emerging talent development alongside wider exposure to facilitation, learning design, stakeholder engagement, programme evaluation and broader capability-building. Over time, the postholder can develop greater ownership of emerging talent learning pathways, business skills curricula, colleague development planning, impact measurement and strategic Talent & Development projects across Colliers.

Please tell us what would help you take part and give enough practical detail for us to arrange it. We will handle your request confidentially, and it will not affect how you are assessed. We make reasonable adjustments in line with the Equality Act 2010.

At Colliers, we empower people to perform at their best. As a Disability Confident Employer, we want every candidate to feel welcome. If anything would help you take part in our process, such as extra time or rest breaks, step-free access, or a different interview format, please tell us in your application. You are not expected to share a diagnosis or medical history.

Colliers is proud to be an equal opportunities employer. We do not discriminate based on age; disability; gender; gender reassignment; marriage and civil partnership; pregnancy and maternity; race (including colour, nationality and ethnic or national origins); religion or belief; sex; or sexual orientation. We also value diverse experience and neurodiversity.

*Any CVs, Candidate details or Introductions sent directly to Colliers employees without a prior written mandate from the Colliers UK Talent Acquisition or HR Team shall be deemed unsolicited and provided voluntarily.

In such cases, Colliers shall have no obligation to pay any introduction, recruitment or placement fee, and may engage or hire the Candidate without liability to the Agency.