Private Banking Executive Manager

As a Private Banking Executive Manager (PBE Manager), you will be responsible for leading a team of Private Banking Executives (PBEs) in delivering on commercial, risk and collaboration targets of the business whilst providing an exceptional level of service to UK and Internationally focussed High Net Worth (HNW), Ultra High Net Worth (UHNW) individuals and Family Office clients. You will be responsible for leading and delivering key strategic business initiatives, and continually driving business strategy/agenda.

As a PBE Manager you will be the key point of escalation for complex issues, for PBEs, Private Bankers and leadership, where you are expected to have an in depth understanding of the client journey across multiple internal departments and processes. A PBE Manager will proactively use initiative and expertise to liaise and negotiate with Private Bank wide stakeholders, to reach dynamic issue resolutions that drive client and commercial outcomes, whilst always ensuring risk and control remains a priority and areas for process improvement are actively pursued.

As a PBE Manager you will have excellent communication and stakeholder management skills that you will adapt to the wide variety of scenarios you face. You will lead your team to positively respond to the changing regulatory environment across the industry, and proactively assist others across PB to do the same.

As a PBE Manager you are required to evidence suitable knowledge and understanding to adequately supervise your team.

Essential Skills:

•    The ideal candidate will have an understanding of the Private Bank product set including investment solutions, banking and credit and wealth planning
•    The successful candidate will have strong leadership, management and communication skills and be able to build strong relationships with a multitude of stakeholders both internal and external. 
•    The ideal candidate will demonstrate sound knowledge of banking and operational procedures, and be able to apply this knowledge when making risk based decisions. 
•    The right candidate will have a proven track record of development of employees to reach their full potential
•    Technically minded with strong PC skills (Word, Excel, Power point)

Desirable Skills:

•    The right candidate will have an understanding of the client base – key service providers / teams
•    The successful candidate will have an understanding of risk and control frameworks and procedures

London

Purpose of the role

To manage relationship support initiatives and set the strategic direction. Provide support to the bank's senior management team, and to manage relationship support risk across the organisation. 

Accountabilities

• Development of strategic direction for relationship support, including the implementation of up to date methodologies and processes.
• Management of relationship support initiatives, including oversight of colleagues and their performance, implementation of departmental goals and objectives, oversight of department efficiency and effectiveness.  .
• Relationship management of relationship support stakeholders, including identifying relevant stakeholders, and maintenance of the quality of external third party services.
• Development and implementation of policies and procedures for relationship support.
• Management of relationship support risk, including identification of potential risks, development of strategies to mitigate those risks, and maintenance of alignment between the bank’s relationship support and compliance functions.  .
• Monitoring the financial performance of relationship support teams, including revenue, profitability, and cost control.
• Conducting thorough market research to understand market trends, competitive landscape, and regulatory changes to identify market opportunities.

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.