Job Description

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.

In this Early Careers Recruitment Strategy and Delivery Manager role, you will act as one of the strategic leads for Early Careers Recruitment, helping to define the strategy, driving the delivery, and focusing on evolution and continuous improvement of the Early Careers hiring agenda.

You will report to the Global Head of BX Early Careers Recruitment, and partner closely with the Global recruitment provider, extended Early Careers delivery teams, business stakeholders (across levels) to ensure the successful outcomes of early career hiring.

You will provide expert guidance and oversight across the recruitment lifecycle, using market intelligence, workforce insights and recruitment data to shape strategy, influence decision making and optimise hiring outcomes. This role requires a highly credible stakeholder manager who can balance strategic thinking with operational delivery while driving best practice across the function.

You will support the development and execution of Early Careers recruitment strategy across multiple business areas, leading key projects focused on candidate experience, employer branding, assessment innovation and future workforce planning. You will identify opportunities to enhance processes, improve operational effectiveness and deliver meaningful change, working independently to solve complex challenges and implement solutions. Success in this role will come from your ability to build partnerships, influence stakeholders at all levels, leverage data-driven insights and deliver high-quality outcomes within a fast-paced and evolving environment. This is an exciting opportunity to play a pivotal role in shaping the future of the Early Careers proposition and supporting the organisation's long-term talent strategy.

To be successful as an Early Careers Recruitment Strategy and Operational Delivery Manager – 12 Months Fixed Term Contract, you will have experience with:

• Proven expertise in Early Careers recruitment strategy, delivery and programme management.
• Exceptional stakeholder engagement and business partnering skills across multiple levels of an organisation.
• Experience overseeing and optimising high-volume recruitment delivery models, including third-party recruitment partners.
• Capability in data analysis, reporting and insight generation to drive recruitment performance and strategic decision-making.
• Demonstrated ability to lead projects, influence change and improve recruitment processes with minimal supervision.

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