Head of Talent Director - BPL

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Job Description Purpose of the role To source, attract, recruit, and develop talented individuals in support of talent retention across the organisation. Accountabilities Development and implementation of recruitment and development strategies and programmes that align with the bank's business goals, including talent attraction and development. Workforce planning, forecasting and talent needs assessment to anticipate hiring and training needs. Development of compelling job content and training material to engage and retain top talent. Onboarding processes for new hires, including orientation sessions administration, to facilitate a smooth transition into the organisation. Monitoring and reporting of key recruitment and development metrics, including the identification of areas for improvement and optimisation. Stakeholder management of business leaders, talent sourcing and development firms, and professional organisations to develop a strong talent pipeline. Director Expectations To manage a business function, providing significant input to function wide strategic initiatives. Contribute to and influence policy and procedures for the function and plan, manage and consult on multiple complex and critical strategic projects, which may be business wide.. They manage the direction of a large team or sub-function, leading other people managers and embedding a performance culture aligned to the values of the business. Or for an individual contributor, they lead organisation wide projects and act as deep technical expert and thought leader, identifying new ways of working and collaborating cross functionally. They will train, guide and coach less experienced specialists and provide information affecting long term profits, organisational risks and strategic decisions.. Provide expert advice to senior functional management and committees to influence decisions made outside of own function, offering significant input to function wide strategic initiatives. Manage, coordinate and enable resourcing, budgeting and policy creation for a significant sub-function. Escalates breaches of policies / procedure appropriately. Foster and guide compliance, ensure regulations are observed that relevant processes in place to facilitate adherence. Focus on the external environment, regulators, or advocacy groups to both monitor and influence on behalf of Barclays, when appropriate. Demonstrate extensive knowledge of how the function integrates with the business division / Group to achieve the overall business objectives. Maintain broad and comprehensive knowledge of industry theories and practices within own discipline alongside up-to-date relevant sector / functional knowledge, and insight into external market developments / initiatives. Use interpretative thinking and advanced analytical skills to solve problems and design solutions in often complex/ sensitive situations. Exercise management authority to make significant decisions and certain strategic decisions or recommendations within own area. Negotiate with and influence stakeholders at a senior level both internally and externally. Act as principal contact point for key clients and counterparts in other functions/ businesses divisions. Mandated as a spokesperson for the function and business division. All Senior Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L - Listen and be authentic, E - Energise and inspire, A - Align across the enterprise, D - Develop others. All colleagues will be expected to demonstrate the Barclays Values of Respect, Integrity, Service, Excellence and Stewardship - our moral compass, helping us do what we believe is right. They will also be expected to demonstrate the Barclays Mindset - to Empower, Challenge and Drive - the operating manual for how we behave. Additional details for this role: Reporting to the Chief Human Resources Officer (CHRO) of BPL, the Head of Talent plays a pivotal role in shaping organisational success by developing and delivering a strategy that spans the entire employee lifecycle. This includes designing a seamless recruitment and onboarding experience to attract diverse, high-quality talent; creating meaningful learning and development opportunities that enable colleagues to thrive; and fostering a culture that engages and retains our people. Accountabilities include: Talent acquisition Build, establish, and promote a strong Employee Value Proposition (EVP) that is recognised and admired in the external market Identify and implement innovative sourcing methods to attract highly diverse and talented individuals Take ownership of the recruitment pipeline, identifying and removing blockers that prevent successful hiring of desired talent Design and deliver a seamless, digital, and engaging onboarding journey for all colleagues Accountable for end-to-end candidate a

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