This is a dual-function role, forming a key part of our People Team. We are seeking an experienced and enthusiastic HR Business Partner who will also deliver a new talent strategy over the course of the fixed term contract period.
The role is responsible for leading our talent acquisition, talent management and colleague engagement strategies. You will be a strategic partner to senior leaders within the bank, developing innovative solutions to attract, develop, and retain top talent. You will also play a key role in fostering a culture of engagement where employees feel valued, motivated, and empowered to deliver exceptional service to our customers.
Role Profile:
The Head of Talent & Engagement role plays a critical role in ensuring we have a highly skilled, motivated, and engaged workforce. By attracting top talent and fostering a positive work environment, you will be instrumental in driving employee retention, productivity, and ultimately, exceptional customer service.
This role can significantly contribute to attracting the right expertise, fostering a customer-centric culture, and ultimately, building long-term value for the bank's customers.
Executive Partnering:
· Partner with business to develop and implement people elements to department strategies that support the bank’s overall goals.
· Provide HR advice, challenge and guidance to senior management and line
managers throughout the colleague lifecycle (including workforce planning,
recruitment, talent management, performance management)
· Triage key people issues as they arise and ensure they are dealt with by the
relevant person in the People team.
· Develops trusted relationships and partnerships through integrity and
authenticity and is clear about the outcomes that are important to key
stakeholders.
Talent Acquisition
· Develop and implement a comprehensive talent acquisition strategy, ensuring we attract diverse and high-performing candidates aligned with our business needs.
· Partner with business leaders across the Bank to understand their specific talent needs and develop targeted recruitment strategies.
· Oversee all aspects of the recruitment process, including sourcing, candidate screening, interviewing, and onboarding.
· Define and articulate the employee value proposition to existing and new employees
· Move towards colleague advocacy of the bank, measured through increased engagement and colleague referrals
· Stay up-to-date on evolving recruitment trends and technologies to optimize our talent acquisition efforts.
Talent Mobility
· Conduct regular talent gap analyses to identify current and future skills needs across the organization.
· Develop and implement succession plans for key leadership positions.
· Oversee workforce planning initiatives, ensuring we have the right talent in the right roles at the right time.
· Collaborate with the Learning Manager to curate and deliver targeted learning and development programs focused on the specific skills and knowledge required for success in private banking roles.
· Oversee the design, delivery, and success of multiple talent programmes.
· Facilitate career development conversations with employees, helping them identify their career goals and create personalized learning plans to achieve them.
· Implement mentoring and coaching programs to foster knowledge transfer and accelerate skill development within the organization.
Colleague Engagement
· Drive key strategic metrics such as happiness, engagement, colleague net promoter score and inclusion
· Heatmap the colleague experience across the colleague life-cycle and prioritising interventions
· Oversee the creation and reporting of colleague surveys, including engagement and happiness, culture and purpose etc.
· Foster a culture of recognition and appreciation, acknowledging outstanding contributions and achievements.
Requirements
· Proven experience as a senior HR leader with a successful track record in a complex and fast-paced organisation.
· In-depth knowledge of HR practices within the financial services sector.
· A strong understanding of business strategy and the ability to translate it into a people strategy.
· A passion for building high-performing teams and fostering a culture of continuous learning and development.
· Excellent leadership, communication, and interpersonal skills with the ability to influence at all levels.
· A strong strategic mind with a focus on innovation and data-driven decision making.
For internal use only: CHC Work Level 3 -
Benefits
* 30 DAYS OF HOLIDAY (Work Level 3)
* MARKET-LEADING PENSION
* GROUP LIFE ASSURANCE
* GROUP INCOME PROTECTION
* SEASON TICKET LOANS
* PRIVATE MEDICAL INSURANCE
* SUBSIDISED STAFF DINING ROOM
* CHARITABLE DONATIONS/ GIVE AS YOU EARN
* EYE CARE
* FLEXIBLE BENEFITS
* ADDITIONAL ANNUAL LEAVE
* COMPUTER PRODUCTS
* CHARITY DAYS
* CRITICAL ILLNESS AND CRITICAL ILLNESS SPOUSE/PARTNER
* CYCLE TO WORK
* DENTAL INSURANCE
* PERSONAL ACCIDENT INSURANCE
* TRAVEL INSURANCE
* VEHICLE BREAKDOWN COVER
* GYM MEMBERSHIP/RETAIL DISCOUNTS
* WORKPLACE NURSERIES
* ELDERCARE SCHEME
* ELECTRIC VEHICLE SCHEME
Supporting Your Recruitment Experience
If you have a disability, health condition or are neuro-diverse and may benefit from some adjustments and support during the recruitment experience, then just ask – we don’t want our hiring process to be a barrier for you.
Finally, please note that no candidate will meet every single desired requirement. If your experience looks a little different from what we have identified and you think you can bring value to the role, we would love to hear more about you!