NCC Group

Global cyber security and resilience provider

Senior Team Manager

HR Generalist & Employee RelationsUpdated on Nov 13

Full-timeCheltenham, UKNo salary listedHybrid

About the Job

Requirements

Significant experience leading experienced professional teams within a complex business environment.
Experience working in a matrix management model, given consultants will be part of a capability to which they will report indirectly.
Demonstrated success in people leadership, coaching and talent development.
Ability to create high-performing and engaged teams.
Strong stakeholder management and influencing skills.
Experience translating strategic priorities into operational delivery plans.
Proven ability to lead organisational change and continuous improvement initiatives.
Strong business acumen and decision-making capability.
Comprehensive knowledge and experience of team management practices, colleague engagement initiatives and talent development frameworks.
Eligibility for Security Check (SC) clearance.

Responsibilities

Lead and manage a defined team of professional colleagues, delivering team and operational objectives and supporting colleague engagement, wellbeing and retention.
Build and sustain a high-performing team culture, developing talent, planning succession and strengthening leadership capability.
Implement organisational change and continuously improve team performance, processes and colleague experience.
Plan resources and workforce capability, ensuring the team's leadership effectiveness and delivery of priorities.
Translate departmental priorities into measurable team goals and operational plans; create clarity, direction and accountability.
Champion organisational values, leadership expectations and people team practices, while developing an inclusive and future-focused culture.
Set goals, coach and provide feedback; oversee colleague performance, development and career progression, and identify future leaders and critical talent.
Promote colleague engagement, wellbeing and psychological safety, and ensure consistent application of performance management frameworks and people processes.
Support the Regional Leader in performance and progression calibration to promote consistent standards across Team Managers.
Monitor team effectiveness and resource allocation; implement operational plans contributing to departmental objectives and business results.
Drive improvements to processes, systems and ways of working, and lead initiatives that strengthen team capability, effectiveness and adaptability.
Own and deliver agreed regional workstreams and improvement initiatives, translating Delivery Enablement priorities into practical implementation across Team Managers.
Establish performance measures and monitor progress against agreed outcomes.
Resolve difficult team management issues using professional judgement, experience and analysis, escalating matters when complexity or authority requires broader leadership input.
Lead colleagues through business, operational and organisational change, helping teams understand and adopt new approaches and build readiness for future challenges.
Encourage innovation, continuous improvement, learning, adaptability and growth across the team.
Develop relationships with leaders, HR partners and key stakeholders; influence stakeholders to support people strategies, initiatives and new approaches.
Represent the team or practice area in leadership discussions and decision-making forums, and present updates and briefings to senior leaders.
Act as a trusted advisor on team effectiveness, employee engagement and people-related matters.
Build and maintain a succession pipeline and ensure employees have access to learning, development and growth opportunities.
Coach and mentor Team Managers and emerging leaders, and contribute to Team Manager onboarding and management development across the region.
Review, delegate and provide oversight on team members' work, and drive knowledge sharing and ongoing professional development.

Desired Qualifications

Experience leading specialist functions, practices or centres of expertise.
Experience operating within a global or matrix organisation.
Formal coaching or leadership development accreditation.

The Senior Team Manager is responsible for leading and developing a defined team of professional colleagues, while also taking ownership of broader regional people-management responsibilities on behalf of the Regional Leader - Delivery Enablement. The role combines direct people leadership with cross-team leadership, supporting consistency, manager capability, succession and continuous improvement across the regional People Management function.

As a highly experienced leader, the Senior Team Manager drives a culture of accountability, inclusion, wellbeing and continuous improvement. The role leads experienced professionals, develops future talent and ensures organisational priorities are delivered through effective workforce planning, capability building and exceptional employee experience.

The Senior Team Manager is accountable for:

Directly lead and manage a defined team of professional colleagues.
Delivery of team and operational objectives.
Colleague engagement, wellbeing and retention.
Building and sustaining a high-performing team culture in their region.
Talent development, succession planning and leadership capability.
Effective implementation of organisational change.
Continuous improvement of team performance, processes and colleague experience.
Resource planning and workforce capability.
Leadership effectiveness across the team.

Strategic Leadership

Lead, inspire and develop a team of experienced professionals to achieve business and people objectives.
Translate departmental priorities into measurable team goals and operational plans.
Build a high-performing, inclusive and future-focused team culture.
Create clarity of purpose, direction and accountability across the team.
Champion organisational values, leadership expectations and people team practices.
Lead workforce planning activities to ensure capability aligns with current and future business needs.

Performance, Engagement and Development

Drive a culture of high performance through effective goal setting, coaching and feedback.
Oversee colleague performance, development and career progression.
Support colleagues in achieving their full potential through coaching, mentoring and development planning.
Identify and develop future leaders and critical talent within the team.
Promote colleague engagement, wellbeing and psychological safety.
Ensure consistent application of performance management frameworks and people processes.
Support the Regional Leader in facilitating performance and progression calibration, helping ensure consistent interpretation and application of standards across Team Managers.

Organisational Effectiveness

Implement short-term operational plans that contribute directly to departmental objectives and business results.
Monitor team effectiveness and resource allocation to ensure delivery of key priorities.
Drive improvements to processes, systems and ways of working to enhance performance and colleague experience.
Lead initiatives that strengthen team capability, effectiveness and adaptability.
Own and deliver agreed regional workstreams or improvement initiatives, translating Delivery Enablement priorities into practical implementation across Team Managers.
Establish clear performance measures and monitor progress against agreed outcomes.
Resolve difficult team management issues using professional judgement, prior experience and analysis, escalating matters where complexity or authority requires broader leadership input.

Change and Future Readiness

Lead colleagues through business, operational and organisational change.
Help teams understand and adopt new approaches, practices and priorities.
Build organisational resilience and readiness for future business challenges.
Encourage innovation and continuous improvement across the team.
Foster a mindset of learning, adaptability and growth.

Stakeholder Leadership

Develop strong relationships with leaders, HR partners and key stakeholders.
Influence internal and external stakeholders to gain support for people strategies, initiatives and new approaches.
Represent the team or practice area in leadership discussions and decision-making forums.
Conduct presentations, updates and briefings with senior leaders within the function.
Act as a trusted advisor on team effectiveness, employee engagement and people-related matters.

Talent and Capability Management

Build and maintain a strong succession pipeline within the team.
Ensure employees have access to learning, development and growth opportunities.
Coach and mentor Team Managers and emerging leaders, contributing to Team Manager onboarding and continued management development across the region.
Review, delegate and provide oversight on the work of team members.
Drive knowledge sharing and continuous development of professional expertise.

Success Measures

Success in this role will be demonstrated through:

Achievement of operational and departmental objectives.
Strong employee engagement and wellbeing results.
High levels of team performance and productivity.
Successful development and retention of key talent.
Strength of succession plans and leadership pipelines.
Positive employee experience outcomes.
Effective adoption of organisational change initiatives.
Continuous improvement in team capability, effectiveness and service delivery.
Strong stakeholder relationships and leadership credibility.

Essential

Significant experience leading experienced professional teams within a complex business environment.
Experience of working in a matrix management model, given Consultants will be part of a capability to which they will report indirectly.
Demonstrated success in people leadership, coaching and talent development.
Ability to create high-performing and engaged teams.
Strong stakeholder management and influencing skills.
Experience translating strategic priorities into operational delivery plans.
Proven ability to lead organisational change and continuous improvement initiatives.
Strong business acumen and decision-making capability.
Excellent communication and relationship-building skills.
Comprehensive knowledge and experience of team management practices, colleague engagement initiatives and talent development frameworks.
Eligibility for SC clearance

Preferred

Experience leading specialist functions, practices or centres of expertise.
Experience operating within a global or matrix organisation.
Formal coaching or leadership development accreditation.

About the Company

NCC Group

Global cyber security and resilience provider

NCC Group provides cyber security and resilience services to organizations and governments around the world. It helps protect digital systems by offering a range of capabilities such as security testing, risk assessment, and resilience planning, backed by a global team of experts and supported by technology-enabled tools. The company’s approach combines human expertise with technical solutions to identify vulnerabilities, assess risk, and implement concrete steps to improve security and continuity. What sets NCC Group apart is its large, worldwide team and its emphasis on practical, end-to-end cyber resilience—working with clients from assessment through to implementation and ongoing assurance. The goal is to create a more secure digital future by helping customers manage cyber risk, reduce threats, and maintain business continuity at scale.

Company size: 1,001-5,000
Company stage: IPO
Headquarters: Manchester, United Kingdom
Founded: 1999

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