Head - Workforce Strategy & Management - BFS (17-25 yrs)

- The Group Innovation and Data Workforce Strategy & Operations leader is responsible for defining and implementing a workforce strategy for the 53,000 person organization. This will involve the development of a workforce strategy framework and principles to design and implement the future state shape, size and location of the organization alongside development and roll out of a global Talent strategy across Technology.

- The role will be responsible for the design, implementation, and management of efficient global operational processes surrounding people and talent including development and oversight of executive data analytic metrics and management reporting. They will provide thought leadership and subject matter expertise to drive best practice as a key influencer of organizational agility across the bank. Leading the Global Technology Talent Strategy, partnering with Technology Leadership, Talent Acquisition, HR, Procurement and Global Functional and Regional teams.

In this role, you will:

1. Workforce Strategy - Define the Technology workforce strategy in accordance to Financial Resource Plan and ensure alignment to Group Strategy:

- Define the Technology, Innovation and Data Target Operating Model and Organizational structure to effectively deliver Technology services to the bank including location strategy, resource mix capability requirements and talent strategy.

- Define 2024 to 2028 Technology workforce plan in line with Technology Financial Resource Plan.

- Establish Technology, Innovation and Data workforce targets and Global Functional and Regional workforce plans in line with the Strategy - supported by fully-costed headcount model.

- Create optimal Technology, Innovation and Data location strategy in adherence to top-down Group guidance and Global Functional and Regional teams bottom up demand.

- Chair the Technology Organizational Design Authority (ODA) for senior roles and consult Global Functional and Regional teams on ODA submissions.

- Support the Digital Acceleration Programme People and Talent workstream where required from Tech workforce strategy perspective.

- Provide ongoing and additional support for HR Technology on confidential assignments.

- Business case development for key workforce initiatives such as contractor replacements, orchestration efficiencies and Generative AI impact on Technology's future state workforce

- Drive the long term Strategic Workforce future state architecture and tooling in partnership with other group functions.

2. Workforce Operations - Implement the defined workforce strategy into a global operating model:

Responsible for ensuring Global Functional and Regional Technology teams workforce plans are aligned to the workforce strategy in line with the Financial Resource Plan and organizational design targets. Including but not limited to:

- Location mix: High cost / low cost ratios, high cost reductions, Directors in Tech Centers

- Seniority mix: organizational design Principles - Span of Control / minimize same grade reporting

- Skills mix: Engineering / non-engineering ratio

- Resource mix: Perm / non-perm ratio

- Organizational design blueprints for senior roles

- Achieve Future State Workforce with a focus on diversity

- Define and oversee consistent and controlled end to end operational processes across permanent and all types of non-perm resources, in partnership with HR, Operations Directors, Procurement & Vendors, ensuring all required Group and Technology management information can be accurately and efficiently sourced.

3. People Strategy - Create and embed frameworks and governance to drive a consistent approach to People Strategy across Technology:

- Attract - drive continuous improvement in to end to end hiring processes, to attract a diverse talent pipeline and position Technology, Innovation and Data as an employer of choice in our target markets.

- Retain - focus on inclusion, high performing leadership and people manager effectiveness, clear succession plans and defined career pathways reflected by uplift in inclusion, engagement and career index metrics.

- Grow - training and development practices in-line with workforce strategy, ensuring a clear future state view of skills requirements is constantly aligned to both in hiring and on-going proactive re-skilling and mobility.

- Ensure Diversity, Equity and Inclusion (DEI) as a horizontal is embedded across all the above.

4. Governance and Committee Memberships

Lead Technology Workforce Strategy forums, including:

- Chair of Workforce Governance Forum (new)

- Monthly Organizational Design Authority

Lead for updates on Technology Workforce Strategy & Operations including:

- Weekly Operations Director calls

- Technology Exco