Credential Build – Badge Strategy Lead 12 Months Full Time Contract

Digital Credential – Badge Strategy Lead

In this role, you will develop and establish a new service within talent development. This role focuses on the alignment of our talent processes and colleague journeys to initially a Risk & Control badge. You will work with Talent & HR SMEs and technical and platform stakeholders to embed new capabilities to assist with product strategy and change implementation. While you won't be doing technical work, you must be well-versed in Talent Development (TD).

You will use a wide range of skills across Learning and Development (L&D) and leverage your experience in change and transformation. Acting as a bridge within the organisation, you will build a roadmap and work widely to implement.

You may be assessed on the key critical skills relevant for success in the role, such as business acumen, strategic thinking, risk and controls, change and transformation, 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 the 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.

Vice President Expectations

• To contribute or set strategy, drive requirements and make recommendations for change.
• Plan resources, budgets, and policies; manage and maintain policies/processes; deliver continuous improvements and escalate breaches of policies/procedures.
• If managing a team, define jobs and responsibilities, plan for the department’s future needs and operations, counsel employees on performance and contribute to employee pay decisions/changes.
• May lead a number of specialists to influence the operations of a department, in alignment with strategic as well as tactical priorities, while balancing short- and long-term goals and ensuring that budgets and schedules meet corporate requirements.
• 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 be a subject matter expert within their own discipline and will guide technical direction.
• Lead collaborative, multi-year assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments.
• Train, guide and coach less experienced specialists and provide information affecting long-term profits, organisational risks, and strategic decisions.
• Advise key stakeholders, including functional leadership teams and senior management on functional and cross-functional areas of impact and alignment.
• Manage and mitigate risks through assessment, in support of the control and governance agenda.
• Demonstrate leadership and accountability for managing risk and strengthening controls in relation to the work your team does.
• Demonstrate a comprehensive understanding of the organisation's functions to contribute to achieving the goals of the business.
• Collaborate with other areas of work for business-aligned support areas to keep up to speed with business activity and business strategies.
• Create solutions based on sophisticated analytical thought comparing and selecting complex alternatives. In-depth analysis with interpretative thinking will be required to define problems and develop innovative solutions.
• Adopt and include the outcomes of extensive research in problem-solving processes.
• Seek out, build and maintain trusting relationships and partnerships with internal and external stakeholders in order to accomplish key business objectives, using influencing and negotiating skills 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.