Head of Early Careers Investment Banking Recruiting

Join us as a Head of Early Careers Banking Recruiting VP to lead intern and graduate recruitment for undergraduate and MBA candidates across U.S. Investment Banking, Corporate Banking, and Sustainable Finance. In this high-visibility role, you will design and execute innovative attraction and assessment strategies, collaborate with stakeholders to deliver exceptional candidate experiences, and drive diversity and inclusion initiatives. As a strategic leader, you will mentor a team of passionate recruiters, analyze hiring data to refine strategies, and build strong partnerships across the business.

Salary/rate minimum $ 125,000

Salary/rate maximum $ 165,000

The minimum and maximum salary/rate information above include only base salary or base hourly rate.  It does not include any another type of compensation or benefits that may be available.

To be successful one should have experience with below:

• Proven experience in early careers recruitment, including interns and graduates, across undergraduate and MBA levels.

• Strong stakeholder management skills, with the ability to interact effectively across all levels, internally and externally

• Creative thinker with experience designing and implementing attraction and assessment strategies aligned with business goals

• Continuously strive to iterate and improve on the current candidate attraction strategy by analyzing hiring data, seeking external competitive intel resources, and leaning on existing knowledge of universities and organizations (Including review of the core school list and strategy)

• Strategic mindset with the ability to shape compelling recruitment narratives and plans

• Demonstrated experience managing and mentoring recruitment teams to drive productivity and impact

• Strong understanding of diversity and inclusion principles and ability to integrate them into recruitment strategies

• Willingness to travel as required and a solid understanding of the current recruitment landscape

• Knowledge of end-to-end regional or global recruitment processes is a plus

• Excellent Excel skills, coupled with the ability to review and analyze data to produce information and insights led presentations

You may be assessed on 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.

This role is based in New York.

Purpose of the role

To source, attract, and hire of early career candidates.  

Accountabilities

• Development and implementation of early careers recruitment strategies and programmes that align with the bank’s business goals, including the identification potential candidates through various channels, including job boards, social media, professional networks, and employee referrals.
• Build and maintain early career talent needs assessment to anticipate hiring needs and maintain a talent pipeline to ensure a consistent pool of candidates.
• Development of compelling job postings and marketing materials, execution and coordination of sourcing, screening and interviewing to assess candidates, making hiring recommendations and negotiating job offers.
• Onboarding processes for new hires, including orientation sessions administration, to facilitate a smooth transition into the organisation.
• Monitoring and reporting of key recruitment metrics, such as time-to-fill, cost per hire, and source of hire, including the identification of areas for improvement and optimisation.
• Stakeholder management of hiring managers, academic institutions sourcing firms and professional organisations to develop a strong talent pipeline.  .

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, they define jobs and responsibilities, planning for the department’s future needs and operations, counselling employees on performance and contributing to employee pay decisions/changes. They may also 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 own discipline and will guide technical direction. They will 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. They will 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 comprehensive understanding of the organisation 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 the 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.