Additional details for this role:
Reporting to the Chief Human Resources Officer (CHRO) of BPL, the Head of Talent plays a pivotal role in shaping organisational success by developing and delivering a strategy that spans the entire employee lifecycle. This includes designing a seamless recruitment and onboarding experience to attract diverse, high-quality talent; creating meaningful learning and development opportunities that enable colleagues to thrive; and fostering a culture that engages and retains our people.
Accountabilities include:
Talent acquisition
- Build, establish, and promote a strong Employee Value Proposition (EVP) that is recognised and admired in the external market
- Identify and implement innovative sourcing methods to attract highly diverse and talented individuals
- Take ownership of the recruitment pipeline, identifying and removing blockers that prevent successful hiring of desired talent
- Design and deliver a seamless, digital, and engaging onboarding journey for all colleagues
- Accountable for end-to-end candidate and colleague screening process in line with our vetting standards - including new starter, annual screening and SMCR.
- Management of day rate contractors required for the business - including associated IR35 implications and processes
- Own all resourcing policies
Act as a driving force for improving Inclusion & Diversity (I&D) across the business in line with organisational targets. This includes increasing the recruitment and retention of women in leadership, building strong relationships with these individuals, understanding any leave reasons for this demographic, and fostering positive communities across the business.
Talent management & development
- Define, devise and implement a Talent and Succession strategy and framework for BPL, ensuring alignment with business objectives and requirements
- Diagnose current and future capability needs and implement effective solutions to build these capabilities
- Develop innovative, engaging, and rewarding training approaches
- Develop a strategy to build a pipeline of internal talent and capability that enables us to effectively broker internal talent across the business
- Lead talent and succession planning for leadership roles, partnering with senior leaders, individuals, HRBP's to create robust plans for critical roles. Develop long-term career development pathways for top talent, leveraging existing internal Early Careers or Experienced talent programmes and networks where appropriate.
- Design a career support and development framework, including coaching, mentoring, sponsorship, apprenticeships, and internship pathways, that supports colleagues at all levels.
- Oversee talent review processes
- Partner with the business to define, devise, implement, and embed the Performance Management Cycle
- Build external networks and use research and knowledge to help inform, update and improve our learning and talent strategy to ensure that we are keeping up with external trends and competitors
Learning & Development
- Understand the company's objectives and priorities to identify future skills gaps and market trends, developing an effective learning and development strategy focussed on technical and leadership capability
- Responsible for the delivery of learning solutions aligned to strategic needs, ensuring the right learning is delivered, using the right method at the right time, including the use of digital learning solutions and platforms
- Develop and implement a leadership framework and supporting development tools to increase leadership capability aligned to SMART working
- Responsible for the delivery of the annual mandatory compliance programmes
- Provide expert advice to HR colleagues, UKET, and leaders on development solutions for needs identified for individuals through job analysis and performance outputs
- Build and develop a high-performing team of talent management and development specialists across the business
- Contribute to the wider HR and organisational development agenda as an active member of the HR Leadership team
Supplier management and tooling
- Management of all Recruitment and Talent suppliers, including recruitment agencies, via a preferred suppliers list. Includes negotiation, procurement process and ongoing supplier management
- Engage, manage and negotiate with suppliers to ensure talent and learning tools and services meet business requirements
- Ensure recruitment and learning tools integrate effectively with core systems and processes and enable us to report on information to drive decisions and meet regulatory requirements.
- Manage the resourcing and learning budget, seeking cost-efficient solutions and optimising spend wherever possible
Essential skills:
- Proven experience at a senior strategic level, working with senior leaders in a talent/ management development leadership role, demonstrating significant experience in the following:
- Devising and implementing leadership development strategies
- Succession planning and talent management
- Engagement and influence at UKET level
- Significant experience in relationship building with/influencing senior stakeholders
- Coaching and mentoring senior managers
- People management
- Resource management skills
- Vetting and contracts
- Supplier management
- Strategic, cross-functional thinker with a strong bias for action and implementation
- A transformational approach, not afraid to think outside the box
- Flexibility and creativity
- Excellent leadership skills
- The ability to communicate and deliver on a vision, bringing colleagues and senior leadership along on the journey
- Proactive and able to take control of initiatives, delivering them with impact and at pace
- Confidence and ability to drive action from all colleagues up to and including the UKET
- A passion for I&D and for creating a culture that enables individuals to succeed
About BPL:
Barclays’ payments acceptance business provides critical infrastructure to the UK economy, processing billions of pounds of payments annually for both small businesses and domestic and international corporate clients.
In April 2025, we announced a long-term partnership with Brookfield Asset Management to grow and transform the payments acceptance business by broadening the range of services offered, enhancing the experience for both existing and prospective clients. Leveraging extensive client relationships and deep experience of UK payments, we will create an environment of continuous innovation - activated by Brookfield’s global private equity expertise in payments, technology, operational transformation and corporate carve-outs - to ensure the business is strategically positioned for long-term growth.
Barclays will invest approximately £400m in the new business, the majority of which will be incurred during the first three years. Performance-linked incentives will drive greater alignment between the partners, underpinning the long-term commitment to the transformation. Barclays and Brookfield will work to create a standalone entity over time, continuing to use the Barclaycard Payments (BPL) brand and acting as the sole payments acceptance services provider to Barclays’ clients for a minimum of ten years.
For more information on our partnership with Brookfield, please visit Barclays.com.
Risk and Control:
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 source, attract, recruit, and develop talented individuals in support of talent retention across the organisation.
Accountabilities
- Development and implementation of recruitment and development strategies and programmes that align with the bank’s business goals, including talent attraction and development.
- Workforce planning, forecasting and talent needs assessment to anticipate hiring and training needs.
- Development of compelling job content and training material to engage and retain top talent.
- Onboarding processes for new hires, including orientation sessions administration, to facilitate a smooth transition into the organisation.
- Monitoring and reporting of key recruitment and development metrics, including the identification of areas for improvement and optimisation.
- Stakeholder management of business leaders, talent sourcing and development firms, and professional organisations to develop a strong talent pipeline.
Director Expectations
- To manage a business function, providing significant input to function wide strategic initiatives. Contribute to and influence policy and procedures for the function and plan, manage and consult on multiple complex and critical strategic projects, which may be business wide..
- They manage the direction of a large team or sub-function, leading other people managers and embedding a performance culture aligned to the values of the business. Or for an individual contributor, they lead organisation wide projects and act as deep technical expert and thought leader, identifying new ways of working and collaborating cross functionally. They will train, guide and coach less experienced specialists and provide information affecting long term profits, organisational risks and strategic decisions..
- Provide expert advice to senior functional management and committees to influence decisions made outside of own function, offering significant input to function wide strategic initiatives.
- Manage, coordinate and enable resourcing, budgeting and policy creation for a significant sub-function.
- Escalates breaches of policies / procedure appropriately.
- Foster and guide compliance, ensure regulations are observed that relevant processes in place to facilitate adherence.
- Focus on the external environment, regulators, or advocacy groups to both monitor and influence on behalf of Barclays, when appropriate.
- Demonstrate extensive knowledge of how the function integrates with the business division / Group to achieve the overall business objectives.
- Maintain broad and comprehensive knowledge of industry theories and practices within own discipline alongside up-to-date relevant sector / functional knowledge, and insight into external market developments / initiatives.
- Use interpretative thinking and advanced analytical skills to solve problems and design solutions in often complex/ sensitive situations.
- Exercise management authority to make significant decisions and certain strategic decisions or recommendations within own area.
- Negotiate with and influence stakeholders at a senior level both internally and externally.
- Act as principal contact point for key clients and counterparts in other functions/ businesses divisions.
- Mandated as a spokesperson for the function and business division.
All Senior 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.
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.
