Talent Assessment Manager - 12 Months Fixed Term Contract

In this Talent Assessment Manager role, you will act as a key member of the Talent Assessments team bringing your expertise in Talent Management and Development for High Potential (HiPo) with a core focus on Talent Development assessments. You will be supporting the delivery and oversight of Talent Development Assessments and strategic assessment project deliverables on a global basis. You will own and deliver project milestones including supporting the creation of a Talent Management Strategy for VPs and support the implementation of Talent Development Assessments into Workday.  You will also support the design of a process for Senior C -Suite hiring assessments insights, supporting to create measures and protocols to track the effectiveness of new hires, return on investment etc.

You will bring your expertise, experience and insights in Talent Development Assessments to support the conceptualisation, design and go live of a Talent Development Assessments team, including creating operating manuals, best practice guides, securing approvals from global controls teams such as Legal and Compliance, vendor management principles and creating a target operating model . You will maintain continuity of delivery and uphold high standards of governance, quality and communication throughout all assessment processes. This role requires significant expertise in Hi Po Talent management practices across global matrix organisations, attention to detail and the ability to manage multiple operational and stakeholder touchpoints within a fast‑paced, enterprise‑wide programme.

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

• Talent Development Assessments and HiPo Talent Management experience in global blue-chip organisations.

• Stakeholder management Skills with the ability to work with HR, Executive Recruiters, Talent Development Experts, and C-Suite Senior Executive teams

• Project Management or Change Management experience.

Other highly desirable skills include:

• MS Office skills with ability to create and manage basic to intermediate level trackers and reports in Excel, create and work with Pivot Tables and being able to create professional PowerPoint presentations.

• 3rd party Assessment vendor management experience

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.