Subject Matter Expert Talent Management at Barclays

• As a Subject Matter Expert in Talent Management, you will bring deep expertise in your domain to support the successful delivery of change initiatives. Acting as the key point of contact for all talent-related queries, you will bridge the gap between business or technical detail and the change delivery team. You will play a vital role in identifying and assessing change impacts, supporting stakeholder engagement, and contributing to training and knowledge transfer activities.
• Throughout the change lifecycle, you will collaborate closely with project and change teams, champion the change within your area, and help ensure alignment with organisational goals. You will also support user acceptance testing, gather feedback from end users, and provide post-implementation support to embed new ways of working. Your insight and influence will be critical in ensuring the change is understood, adopted, and sustained across the business.

To be successful as a Subject Matter Expert in Talent Management 12 Months Full Time Contract, you should have experience with:

• Deep subject matter expertise in talent management, with understanding of related processes and systems.
• Proven ability to support change initiatives, including impact assessment, stakeholder engagement, and knowledge transfer.
• Communication and collaboration skills, with the ability to act as a trusted advisor to both project teams and business stakeholders.
• Experience supporting testing and post-implementation activities, ensuring successful adoption and continuous improvement.
• 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
• Your role can be located from our Glasgow or London office.

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.