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About the Role

The VP Talent & Organisational Capability is responsible for building the organizational capability required to support the company’s growth, operational resilience, and European expansion. This role connects the full talent cycle intentionally and integratedly, ensuring the company has the necessary skills, leadership depth, workforce plans, succession strength, career pathways, and organizational structures to scale safely and effectively.

Responsibilities

Develop and lead the organizational capability agenda in line with the company’s growth strategy.
Translate business plans, site activation requirements, and European expansion into clear talent, workforce, and capability priorities.
Identify critical roles, skills, leadership requirements, and organizational risks needed to support future growth.
Build an integrated capability roadmap across talent, development, succession, workforce planning, organizational design, and change.
Provide clear insight on organizational readiness, future capability needs, and capability-related risk to the SVP People & Organisation and ELT.
Own the company’s approach to talent development, internal mobility, and career growth.
Design practical development pathways for key colleague groups, including technical, operational, engineering, construction, corporate, and leadership populations.
Ensure learning and development activity is aligned with business priorities, values, safety, customer delivery, and operational excellence.
Create clearer career pathways, role expectations, and progression routes.
Support a culture of continuous learning, feedback, and high standards.
Build the leadership capability required for a growing, multi-site, and multi-country organization.
Design leadership development frameworks and programs for managers, senior leaders, and future leaders.
Strengthen leadership capability in clarity, accountability, coaching, communication, collaboration, decision-making, change, and psychological safety.
Equip managers to lead performance, development, probation, feedback, wellbeing, inclusion, and colleague engagement effectively.
Build leadership succession plans for future growth.
Lead the strategic workforce planning framework across the business.
Identify future workforce demand by role, skill, geography, function, and timing.
Partner with Finance, Operations, Design & Build, Commercial, country leaders, and People Partners to create realistic workforce plans.
Highlight workforce risks, including scarce skills, succession gaps, capacity constraints, and build-versus-buy decisions.
Ensure workforce plans are connected to talent acquisition, development, career pathways, and succession.
Partner with the SVP People & Organisation, ELT, senior leaders, and People Partners on organizational design, operating model development, and role clarity.
Support scalable structures for multi-site, multi-country operations.
Advise on spans, layers, accountabilities, interfaces, and decision rights.
Build the organization’s change management capability.
Support leaders to plan, communicate, and implement change clearly and effectively.
Ensure change is well-sequenced, well-governed, and connected to business priorities.
Design and lead succession planning for executive, senior leadership, technical, operational, and other business-critical roles.
Create practical talent review processes that identify readiness, potential, development needs, and retention risks.
Build skills and capability frameworks that define what the organization needs now and in the future.
Embed skills frameworks into hiring, onboarding, development, performance, succession, and workforce planning.
Use capability data to inform organizational risk and strategic workforce decisions.
Provide strategic oversight of Talent Acquisition as part of the broader organizational capability agenda.
Lead through and support the Group TA Lead, who retains day-to-day leadership of the TA function, hiring delivery, and TA team performance.
Ensure TA is effectively connected to and involved in workforce planning, succession planning, skills frameworks, and future capability needs.
Use talent market insight to inform capability planning, critical role pipelines, and organizational risk.
Support the continued alignment of TA priorities with business growth across the UK and Europe.
Think strategically while staying close to operational reality.
Build scalable systems/processes that connect talent, development, workforce planning, succession, and organizational design.
Bring structure, clarity, and pace to complex organizational challenges.
Work confidently with senior leaders and challenge constructively where needed.
Use data, insight, and judgment to identify future capability risks.
Connect People activity directly to business performance, safety, and growth.
Partner effectively with People Partners, Talent Acquisition, Reward, and People Operations.
Lead and develop the Talent and Organisational Capability team.
Role model the company’s values and contribute to a safe, inclusive, and accountable culture.

Requirements

Senior experience across talent, organizational capability, leadership development, workforce planning, or organizational development.
Experience in a scaling, complex, technical, infrastructure, engineering, construction, energy, technology, or operational environment.
Strong understanding of strategic workforce planning, future skills, and organizational readiness.
Proven ability to connect talent acquisition, development, succession, skills, and organizational design into an integrated capability agenda.
Experience designing leadership development, succession, and talent review processes.
Strong organizational design and change management capability.
Commercial judgment and the ability to connect People priorities to business outcomes.
Confidence operating with senior executives and influencing across functions.
Practical understanding of UK and European talent market considerations.
Ability to build from scratch, improve existing approaches, and create scalable systems.
Willingness to undergo a BS7858 screening process.

Skills

Talent Acquisition
Talent Development
Leadership Development
Workforce Planning
Organizational Development
Organizational Design
Change Management
Succession Planning
Skills Frameworks
Clarity
Accountability
Customer Commitment
Purposeful Innovation
Capability & Growth
Coaching
Communication
Collaboration
Decision-making
Psychological Safety
Performance Management
Feedback
Wellbeing
Inclusion
Colleague Engagement
Strategic Workforce Planning
Future Skills
Organizational Readiness
Commercial Judgement
Data Analysis

Location

UK
Europe

Work Type

Full-time

Experience Level

Senior level

About the Company

VIRTUS Data Centres is the UK’s fastest-growing data centre provider.
We own, design, build, and operate some of the most energy-efficient, flexible, and secure data centres in Europe.
In 2023, we announced our expansion into continental Europe, starting with Berlin and Milan, with plans to grow further across the region.
At VIRTUS, we aim to be a positive force in the fourth industrial revolution—delivering innovative solutions while staying firmly rooted in our core values: Clarity & Quality, Accountability, Customer Commitment, Purposeful Innovation, and Capability & Growth.

Equal Opportunity

VIRTUS is an equal opportunity employer.
As part of our commitment to fight for equality, we work to ensure a fair and consistent interview process.
We celebrate diversity and we are committed to an inclusive work environment.