Description About this role The Senior Network Partner sits within the Culture, Diversity Equity & Inclusion (CDEI) team within the People Directorate. The CDEI team is responsible for: Being the DEI centre of excellence for the Bank, providing expertise from a diversity and inclusion perspective on a wide range of issues Overseeing the delivery and implementation of the Bank’s Inclusion Strategy and associated action plan Producing Executive Director scorecards and action plans – to support the Bank in being an inclusive organisation and make progress towards meeting the Bank’s gender and ethnicity targets; and Leading the engagement with the Bank’s Employee Networks – with a view of promoting a coordinated approach that supports a sense of belonging among Bank staff. Within the team, there are three Senior DEI Partners (Scale E roles) who will play a key role in leading (i) – (iii) above and this Senior Network Partner (Scale E) who will lead on (iv), with support from the Scale F Network Partner. The team also includes a Scale F DEI Partner who works with the three Senior DEI Partners and a Scale G DEI Co-ordinator – who work across the team. Key Responsibilities: Delivery of Network Review: Embed the outcomes of the Network Review, working with the Network co-chairs, PLT and Sponsors to support alignment with Bank’s Inclusion strategy. Seeking out opportunities to create allyships across Networks to identify synergies, increase efficiencies and enable Networks to have broader reach across the entire Bank. Inclusion Advisory Council (IAC): Setting up and running the IAC, establishing priorities, stakeholder management (at all levels) and agreeing actions to enable collective decision-making, knowledge sharing to create a culture of inclusion. Strategic Delivery: working alongside the Senior DEI partners shape and define the approach of organisational response to external DEI events and initiatives, engaging proactively with network co-chairs and members of PLT, preparing briefings for seniors as needed. Trusted Advisor: Specific ownership and support for more complex Networks. Serve as a spokesperson, and critical friend for Networks – especially in times of societal or organisational crises, helping ensure timely, proportionate and representative responses. Line Management : Line management responsibility over the Scale F Network Partner, supporting their professional development, quality assurance and timely delivery of outputs and addressing underperformance. Operational Oversight: Oversee allocation and monitoring of Network budgets, co-chair recruitment, succession planning and prioritisation and alignment on agreed goals. Working with the Data Insights team data requests from Networks, considering privacy issues Role Requirements: Minimum Criteria DEI Expertise - strong understanding of DEI and intersectionality issues and respective sensitivities, with ability to talk credibly on DEI at senior management level. Working knowledge of the Equality Act 2010 and how it relates across the employee life cycle Experience leading Network/Resource group programmes, or comparable employee engagement structures, in large complex organisations and good understanding of intersectional issues Excellent communication skills and ability to develop effective working relationships across the organisation. Experience facilitating cross-group collaboration and resolving tensions or competing priorities. Essential Criteria Experience leading Network/Resource group programmes, or comparable employee engagement structures, in large complex organisations. Ability to grasp evolving DEI related issues, including sufficient base understanding on DEI to be able to quickly cover any gaps in their knowledge to be considered a DEI expert. Understands the Bank’s position on DEI matters and how this relates to positions both internally and externally Ability to work autonomously and influence without direct management. Independence of mind and ability to challenge existing culture and ways of working Demonstratable experience managing senior stakeholder relationships and influencing organisational strategy. Proven ability to manage governance and budgets with discipline and transparency. Desirable Criteria Experience in crisis response or comms within an inclusion or reputational risk context Background in HR, change management or organisational development This is a people management role. You will be responsible for day to day management of the team and for defining roles and responsibilities. You will develop your team through sharing information effectively, coaching and communicating a clear vision to ensure that your staff are productive, engaged and motivated to deliver the area's aims. This will include setting clear goals and smart stretching objectives that are aligned to those of the team, division and directorate. You will also be responsible for managing all staff-related matters that may arise including performance, absence and sickness. Number of direct reports: 1 ___ Our Approach to Inclusion The Bank values diversity, equity and inclusion. We play a key role in maintaining monetary and financial stability, and to do that effectively, we believe we need a workforce that reflects the society we serve. At the Bank of England, we want all colleagues to feel valued and respected, so we're working hard to build an inclusive culture which supports people from all backgrounds and communities to be at their best at work. We celebrate all forms of diversity, including (but not limited to) age, disability, ethnicity, gender, gender identity, race, religion, sexual orientation and socioeconomic status. We believe that it’s by drawing on different perspectives and experiences that we’ll continue to make the best decisions for the public. We welcome applications from individuals who work flexibly, including job shares and part time working patterns. We've also partnered with external organisations to support us in making adjustments for candidates and employees in the recruitment process where they're needed. For most roles where work can be carried out at home, we aim for colleagues to spend half of their time in the office, with a minimum of 40% per month. Subject to that minimum requirement, individuals and managers should work together to find what works best for them, their team and stakeholders. Finally, we're proud to be a member of the Disability Confident Scheme. If you wish to apply under this scheme, you should check the box in the ‘Candidate Personal Information’ under the ‘Disability Confident Scheme’ section of the application. Salary and Benefits Information We encourage flexible working, part time working and job share arrangements. Part time salary and benefits will be on a pro-rated basis as appropriate. This role offers a salary of circa £62,480 - £70,000. In addition, we also offer a comprehensive benefits package as detailed below: Currently a non-contributory, career average pension giving you a guaranteed retirement benefit of 1/80th of your annual salary for every year worked. There is the option to increase your pension (to 1/65th) or decrease (to 1/105th) in exchange for salary through our flexible benefits programme each year. The Bank has the discretion to vary standard accrual rates and dial up and dial down rates at any time and to withdraw dial up and dial down options at any time. A discretionary performance award based on a current award pool. An 8% benefits allowance with the option to take as salary or purchase a wide range of flexible benefits. 26 days’ annual leave with option to buy up to 12 additional days through flexible benefits. Private medical insurance and income protection. National Security Vetting Process Employment in this role will be subject to the National Security Vetting clearance process (and typically can take between 6 to 12 weeks post offer) and the passing of additional Bank security checks in accordance with the Bank policy. Further information regarding the vetting and security clearance requirements for the role will be provided to the successful applicant, and information about how the Bank processes personal data for these purposes, is set out in the Bank's Privacy Notice. The Bank of England welcomes applications from all candidates, but as a UK Visas and Immigration (UKVI) approved sponsor, we have a responsibility to comply with the Immigration Rules and guidance. As such, our ability to employ individuals who require sponsorship for immigration purposes is limited. The Bank cannot guarantee that you and / or the role you are applying for will be eligible for sponsorship and that any application made to UKVI will be successful. Eligibility will therefore be considered on a case by case basis. The Application Process Important: Please ensure that you complete the ‘work history’ section and answer ALL the application questions fully. All candidate applications are anonymised to ensure that our hiring managers will not be able to see your personal information, including your CV, when reviewing your application details at the screening stage. It’s therefore really important that you fill out the work history and application form questions, as your answers will form a critical part of the initial selection process. The assessment process will comprise of two interview stages. This role closes on 12th Dec. Please apply online, ensuring that you complete your work history and answer ALL the application questions fully and in detail as your application will not be considered if all mandatory questions are not fully completed.