Job Description 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. Join us as an Early Careers Development manager at Barclays, where you will design, iterate and build products for our global Early Careers proposition. Using external insights and internal metrics/data, you’ll engage with local and global business stakeholders to ensure effective top-to-bottom communication channels – seeking feedback to inform product / programme development. To be a successful Early Careers Development manager, you should have experience with:- · Designing, iterating and building global, high volume Early Careers programs and products · Ensuring key messages and business updates are consistently delivered, timely and understood by business stakeholders and core HR partners · Engaging with 3rd parties to design and deliver training, ensuring all necessary contractual and governance requirements have been met · Partnering with Early Careers colleagues, Product Owners, Recruitment and Colleague Experience teams to ensure end to end messaging with stakeholder groups is consistent and products are executed per the agreed design. Some other highly valued skills may include:- · Strong partnering and collaboration experience in a matrix environment · Excellent verbal and written communication skills with both internal and external stakeholders · Ability to prioritise and manage multiple priorities · Experienced in the creation and delivery of development activity and events to ensure that a “world-class” service is delivered for businesses and cohorts. · Data driven and analytical mindset Desirable skills/Preferred Qualifications:- · Detailed knowledge of the policies and processes aligned to Early Careers hires and ability to manage adherence to controls · Problem solving capability and solution focused · Strong data management skills and experience in producing data-driven reports · Experience of continuous improvement and pro-actively seeking feedback from cohorts to inform future design This is an 8 Month Secondment available in either our Glasgow or London site.