Reporting to the Chief Human Resources Officer (CHRO) of BPL, the Head of Talent builds and delivers a strategy that spans the entire employee lifecycle, creating a seamless recruitment and onboarding experience, meaningful learning and development opportunities, and a culture that engages and retains high‑quality talent.
Responsibilities
* 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.
* Manage the end‑to‑end candidate and colleague screening process in line with vetting standards – including new starter, annual screening and SMCR.
* Oversee management of day‑rate contractors, including associated IR35 implications and processes.
* Own all resourcing policies.
* Act as a driving force for improving Inclusion & Diversity across the business in line with organisational targets.
* Define, devise and implement a Talent and Succession strategy and framework and ensure alignment with business objectives and requirements.
* Diagnose current and future capability needs and implement effective solutions to build these capabilities.
* Develop innovative, engaging, and rewarding training approaches.
* Build a pipeline of internal talent and capability that enables effective internal mobility.
* Lead talent and succession planning for leadership roles, partnering with senior leaders, HRBPs and individuals to create robust plans for critical roles.
* Design a career support and development framework that includes coaching, mentoring, sponsorship, apprenticeships, and internship pathways for colleagues at all levels.
* Oversee talent review processes.
* Partner with the business to define, devise, implement and embed the Performance Management Cycle.
* Build external networks and use research and knowledge to inform, update and improve learning and talent strategy, keeping up with external trends and competitors.
* Understand the company's objectives and priorities to identify future skills gaps and market trends, developing an effective learning and development strategy focussed on technical and leadership capability.
* Deliver learning solutions aligned to strategic needs, using the right method at the right time, including digital learning solutions and platforms.
* Develop and implement a leadership framework and supporting development tools to increase leadership capability aligned to SMART working.
* Deliver annual mandatory compliance programmes.
* Provide expert advice to HR colleagues, UKET, and leaders on development solutions identified through job analysis and performance outputs.
* Build and develop a high‑performing team of talent management and development specialists across the business.
* Contribute to the wider HR and organisational development agenda as an active member of the HR Leadership team.
* Manage recruitment and talent suppliers, negotiate procurement process, and sustain ongoing supplier relationships.
* Engage, manage and negotiate with suppliers to ensure talent and learning tools and services meet business requirements.
* Ensure recruitment and learning tools integrate effectively with core systems and processes and enable reporting that drives decisions and meets regulatory requirements.
* Manage the resourcing and learning budget, seeking cost‑efficient solutions and optimising spend wherever possible.
* Develop and implement recruitment and development strategies and programmes that align with the bank's business goals.
* Conduct workforce planning, forecasting and talent needs assessment to anticipate hiring and training needs.
* Create compelling job content and training material to engage and retain top talent.
* Lead onboarding processes for new hires, including orientation sessions administration, to facilitate a smooth transition into the organisation.
* Monitor and report key recruitment and development metrics, identifying areas for improvement and optimisation.
* Manage stakeholder relationships with business leaders, talent sourcing and development firms, and professional organisations to develop a strong talent pipeline.
* Manage and coordinate a business function, providing significant input to function‑wide strategic initiatives and influencing policy and procedures for the function.
* Lead a large team or sub‑function, embed a performance culture aligned to the values of the business, and coach and guide less experienced specialists.
* Provide expert advice to senior functional management and committees to influence decisions beyond your own function.
* Coordinate resourcing, budgeting and policy creation for a significant sub‑function.
* Escalate breaches of policies and procedures appropriately.
* Foster and guide compliance, ensuring regulations are observed throughout relevant processes.
* Focus on the external environment, regulators, and advocacy groups to monitor and influence on behalf of the organization when appropriate.
* Demonstrate extensive knowledge of how the function integrates with the business division or group to achieve overall business objectives.
* Maintain broad and comprehensive knowledge of industry theories and practices within your discipline, along with up‑to‑date sector knowledge and insight into external market developments.
* Apply interpretative thinking and advanced analytical skills to solve complex problems and design solutions in often sensitive situations.
* Exercise management authority to make significant decisions and recommend strategic actions within your area.
* Negotiate with and influence stakeholders at a senior level, both internally and externally.
* Act as a principal contact point for key clients and counterparts in other functions or business divisions.
* Serve as a spokesperson for the function and business division.
Qualifications
* Proven experience at a senior strategic level, working with senior leaders in a talent or management development leadership role.
* Experience devising and implementing leadership development strategies.
* Experience in succession planning and talent management.
* Engagement and influence at the UK Executive Team (UKET) level.
* Significant experience in relationship building and influencing senior stakeholders.
* Coaching and mentoring senior managers.
* People management experience.
* Resource management skills.
* Proficiency in vetting and contracts.
* Supplier management expertise.
* Strategic, cross‑functional thinking with a strong bias for action and implementation.
* A transformational approach, not afraid to think outside the box.
* Flexibility and creativity.
* Excellent leadership skills.
* Capability to communicate and deliver on a vision, bringing colleagues and senior leadership along on the journey.
* Proactive and able to take control of initiatives, delivering them with impact and at pace.
* Confidence and ability to drive action from all levels up to the UKET.
* A passion for Inclusion & Diversity and creating a culture that enables individuals to succeed.
All colleagues will be expected to demonstrate the BPL values of respect, integrity, service, excellence, and stewardship, and to embody the mindset of empowerment, challenge and drive.
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