A new Talent Strategy has been approved by members of the Corporate Resources Committee to drive innovation and growth across Highland Council.
The move was confirmed during Thursday’s meeting on 20 March, with councillors backing an ambitious Talent Action Plan to build a sustainable and resilient workforce.
The strategy aims to develop, attract and retain talent across all departments, addressing both current and future staffing needs.
Initiatives include expanding apprenticeships, encouraging flexible working, and improving diversity and inclusion throughout the organisation.
The Talent Action Plan will be reviewed each year, allowing the Council to adapt to changing demands and continuously improve its approach.
Chair of the Corporate Resources Committee, Councillor Derek Louden, said the Council is fully focused on creating a workforce ready to meet the evolving needs of communities.
He described the strategy as a major step towards building a skilled, high-performing team that is able to respond to challenges with agility.
Vice Chair Councillor Calum Munro underlined the importance of investing in talent development, especially in Highland’s rural and remote areas.
He highlighted the success of the in-house “Grow Your Own” initiative in the Health & Social Care Service, calling it a model that could be replicated across other departments.
The strategy aligns closely with the Highland Outcome Improvement Plan for 2024 to 2027, ensuring workforce development supports wider social and economic goals.
It sets out a clear path to boost recruitment and training while building stronger partnerships and fostering long-term staff engagement.
The plan also puts employee wellbeing and career growth at the centre of future planning.
By prioritising staff development and opportunity, Highland Council aims to strengthen its ability to deliver vital services across the region.
It’s a future-facing blueprint designed to prepare the organisation for the challenges of tomorrow while supporting the communities it serves today.
