Job Description

Purpose of the role

To source, attract and hire qualified candidates for a variety of roles and levels across the organisation.

Accountabilities

• Development and implementation of 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 talent needs assessment to anticipate hiring needs and maintain a talent pipeline to ensure a consistent pool of qualified 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, 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, talent sourcing firms, and professional organisations to develop a strong talent pipeline.

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.

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.

Join us as Wealth Management Hiring Support to enable efficient, high‑volume interviewing for Planning and Advice, helping to create a smooth, consistent experience for both candidates and hiring teams. In this role, you will play a key part in keeping interview processes organised and running seamlessly, working closely with multiple hiring managers to review CVs, coordinate interviews, and ensure alignment across panels and interview stages. You will support the delivery of structured and fair interview processes, ensuring documentation and governance standards are followed throughout. By collaborating with the Talent Acquisition team, you will help track outcomes, maintain accurate data, and identify opportunities to improve how interviews are delivered at scale.

To be successful as a Wealth Management Hiring Support, you should have experience with:

• CV screening against role criteria and regulatory expectations, including working with multiple hiring managers to align on shortlists and maintain clear records.
• High‑volume interview scheduling across complex diaries, including coordinating panels, interviewer availability, and logistics.
• Supporting structured interview processes end‑to‑end, ensuring documentation, scoring, and notes are completed in line with governance standards.
• Tracking interview outcomes, feedback, and conversion rates, and keeping systems and trackers up to date.
• Producing interview MI to highlight bottlenecks, trends, and areas for improvement.

Some other highly valued skills may include:

• Stakeholder influencing, with confidence engaging and constructively challenging senior hiring partners.
• Organisation and prioritisation, balancing competing deadlines in a high‑volume environment.
• Clear, professional communication and a high level of attention to detail.

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.

This role is based in London.