In this High Potential Talent Development & Assessment Manager role, you will play a key part in shaping the organisation's approach to identifying, assessing and developing future leaders. Leveraging your expertise in High Potential (HiPo) Talent Management and Talent Development Assessments, you will support the delivery of global talent initiatives designed to strengthen succession pipelines, accelerate leadership readiness and enhance organisational capability. You will lead and support strategic assessment programmes across VP, Director and senior leadership populations, partnering with stakeholders to embed best-in-class talent practices and deliver meaningful insights that inform development and leadership succession decisions.

This is an exciting opportunity to help build and establish a global Talent Development Assessments capability from the ground up. You will contribute to the design and implementation of assessment frameworks, operating procedures, governance standards and best-practice guidance that support a scalable and sustainable operating model. You will also support the creation of assessment protocols, effectiveness measures and vendor management frameworks whilst ensuring high standards of governance, quality and stakeholder engagement across a complex global environment. Working closely with HR, Executive Recruitment, Talent Development experts, senior executives and external assessment partners, you will also help shape how assessment insights are utilised across talent management and senior hiring activities.

To be successful in this role, you should have experience with:

• Talent Development Assessments, Leadership Diagnostics and HiPo Talent Management in large global organisations.
• Designing, implementing or managing development assessment frameworks.
• Stakeholder management skills with the ability to work with HR, Executive Recruiters and Talent Development experts.
• Project Management, HR Transformation or Change Management experience.

Other highly desirable skills include:

• Experience working with leading assessment providers such as Korn Ferry, Aon, SHL, Hogan, Saville, YSC or similar assessment vendors.
• MS Office skills with the ability to create and manage basic to intermediate-level trackers and reports in Excel, create and work with Pivot Tables and deliver professional PowerPoint presentations.
• Third-party assessment vendor selection, implementation and governance experience.
• Experience supporting talent management technology implementations, including Workday Talent, or Assessment solutions.

You may be assessed on the key critical skills relevant for success in role, such as risk and controls, change and transformation, business acumen strategic thinking and digital and technology, as well as job-specific technical skills

Purpose of the role

To design and implement programmes and initiatives that support the growth and development of the bank’s employees and leaders.

Accountabilities

• Development and implementation of training and development programmes and initiatives, including creation and execution of training sessions, workshops, and other learning opportunities.
• Collaboration with HR and hiring managers to analyse the current and future development needs of the organisation.
• Design and delivery of classroom and digital based training content, programmes and associated User Experience.
• Management of onboarding programmes including training, onboarding materials, introduction meetings and providing support throughout the onboarding process.
• Analysis of data and metrics to measure success of talent development programmes and initiatives.
• Development and implementation of coaching and mentoring programmes, train the trainer programmes for facilitators and relevant educational materials.
• Develop and implement talent pipelining processes, identifying, managing, progressing and promoting talent capability across the bank with succession management and career progression’.

Assistant Vice President Expectations

• To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness. Collaborate closely with other functions/ business divisions.
• Lead a team performing complex tasks, using well developed professional knowledge and skills to deliver on work that impacts the whole business function. Set objectives and coach employees in pursuit of those objectives, appraisal of performance relative to objectives and determination of reward outcomes
• If the position has leadership responsibilities, People 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.
• OR for an individual contributor, they will lead collaborative assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will identify new directions for assignments and/ or projects, identifying a combination of cross functional methodologies or practices to meet required outcomes.
• Consult on complex issues; providing advice to People Leaders to support the resolution of escalated issues.
• Identify ways to mitigate risk and developing new policies/procedures in support of the control and governance agenda.
• Take ownership for managing risk and strengthening controls in relation to the work done.
• Perform work that is closely related to that of other areas, which requires understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
• Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategy.
• Engage in complex analysis of data from multiple sources of information, internal and external sources such as procedures and practises (in other areas, teams, companies, etc).to solve problems creatively and effectively.
• Communicate complex information. 'Complex' information could include sensitive information or information that is difficult to communicate because of its content or its audience.
• Influence or convince stakeholders to achieve outcomes.

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.