Job Description
Job description
In this Talent and Development Senior Manager role, you will lead the strategy, standards, frameworks, and processes for succession management and successor development across the organisation. You will be responsible for overseeing the full lifecycle of succession planning—from initial design and implementation to ongoing readiness and capability development of identified successors. Your focus will include continuous improvement, digitisation of processes, and ensuring alignment with broader talent strategies. You will work closely with senior stakeholders, including ExCo and HRD-level leaders, to embed succession planning into business priorities and measure its impact effectively.
You will act as a trusted partner to leadership teams, building relationships and influencing talent outcomes at the highest levels. Your expertise in succession planning and talent development will be critical in driving long-term leadership readiness. You will also contribute to colleague development projects, collaborate with teams focused on digital transformation, and maintain external partnerships to bring in best practices. communication skills—both written and verbal—are essential, as you will be expected to present structured briefs and insights to senior audiences. This is a high-impact role requiring strategic thinking, stakeholder influence, and a deep understanding of talent dynamics.
To be successful as a Talent and Development Senior Manager, you should have experience with:
• Experience in defining and leading succession planning strategies, frameworks, and continuous improvement initiatives.
• Ability to engage and influence senior stakeholders to embed succession planning into leadership agendas.
• Demonstrated capability in measuring the effectiveness of succession plans and ensuring successor readiness.
• Excellent written and verbal communication skills, with the ability to present structured insights and recommendations.
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 London or Glasgow 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’.
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 Talent and Development Senior Manager role, you will lead the strategy, standards, frameworks, and processes for succession management and successor development across the organisation. You will be responsible for overseeing the full lifecycle of succession planning—from initial design and implementation to ongoing readiness and capability development of identified successors. Your focus will include continuous improvement, digitisation of processes, and ensuring alignment with broader talent strategies. You will work closely with senior stakeholders, including ExCo and HRD-level leaders, to embed succession planning into business priorities and measure its impact effectively.
You will act as a trusted partner to leadership teams, building relationships and influencing talent outcomes at the highest levels. Your expertise in succession planning and talent development will be critical in driving long-term leadership readiness. You will also contribute to colleague development projects, collaborate with teams focused on digital transformation, and maintain external partnerships to bring in best practices. communication skills—both written and verbal—are essential, as you will be expected to present structured briefs and insights to senior audiences. This is a high-impact role requiring strategic thinking, stakeholder influence, and a deep understanding of talent dynamics.
To be successful as a Talent and Development Senior Manager, you should have experience with:
• Experience in defining and leading succession planning strategies, frameworks, and continuous improvement initiatives.
• Ability to engage and influence senior stakeholders to embed succession planning into leadership agendas.
• Demonstrated capability in measuring the effectiveness of succession plans and ensuring successor readiness.
• Excellent written and verbal communication skills, with the ability to present structured insights and recommendations.
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 London or Glasgow 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’.
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.
💡 Quick Summary
Seeking a career-building opportunity? The Talent & Development Senior Manager position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in London offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
