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Barclays Investment Bank · 1 month ago

Talent & Development Specialist - VP

745 7th Avenue, New York

Full-time

Onsite

Senior Level

$184K/yr - $190K/yr

Barclays Investment Bank is a leading global financial services provider, and they are seeking a Talent & Development Specialist - VP. This role focuses on designing and implementing programs that support employee growth and development, collaborating with HR to assess organizational needs, and managing various talent development initiatives.

BankingFinancial Services

Responsibilities

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’

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

Manage HR projects. Optimize and guide execution of succession planning process, policy and controls

Support the enhancement of existing talent dashboards and tools

Deliver regulatory and governance requirements for the management and reporting of Talent and Succession information (globally and regionally)

Collaborate on strategic talent projects including design, stakeholder management, delivery and reporting of outcomes at Executive level

Provide consultation and advice to Executive teams on talent management and developing strategies and action plans for identifying and developing high potential talent in line with business strategy

Review talent data, drawing insights and creating reports for Board and Executive level review to inform talent strategy

Provide input to the creation and delivery of high potential development programs

Coach, develop and contribute to wider team leadership of Talent team

Interpret and explain HR policies, procedures, laws, standards and/or regulations

Maintain and update HR documents

Confer with management to develop and/or implement personnel policies or procedures

Analyze employment-related data and prepare required reports

Advise management on organization, preparing, or implementing succession planning, talent and development programs

Qualification

Talent development programsCoachingData analysisMentoringStakeholder managementSuccession planningHR policies knowledgeLeadership skillsCommunication skillsProblem-solving skills

Required