Organisational Effectiveness & Capability Senior Manager - People Directora

at  Bank of England

The Bank of England (“the Bank”) is the UK’s central bank. Our mission is to deliver monetary and financial stability for the British people. The bank is a diverse organisation. Each of its 5,000 people are committed to public service and dedicated to promoting the good of the people of the United Kingdom.

ABOUT THE ROLE

For this new role, we are looking for an Organisational Capability & Effectiveness Senior Manager who will be responsible for driving the overall strategic development and delivery of the initiatives that will build and develop our talent and people capabilities. It will encompass responsibility for functions across leadership, learning, talent and performance consisting of 20 staff. This role is integral to supporting a shift towards a skill-focused organisation that remains adaptable, resilient, and equipped to meet future needs by driving a culture of continuous improvement and innovation. Additionally, the role will ensure alignment with our Employee Value Proposition and Diversity, Equity and Inclusion ambitions, creating a compelling and inclusive people offering that attracts and retains talent.

KEY RESPONSIBILITIES

Strategic Leadership

• Own the delivery of the skills and talent programme, ensuring its successful transition into a sustainable, business-as-usual (BAU) offering. Drive key digital transformation initiatives to support this goal and facilitate the shift to a skills-based organisation, while embedding leadership behaviours aligned with the Bank’s behavioural framework.
• Collaborate with senior leaders across the People Directorate and other departments to support the Bank’s strategic direction through the development and execution of key people initiatives.

Learning and Development

• Oversee and support the development and implementation of strategies to build skill capabilities across the Bank, ensuring functional leads within the TAD teams deliver these strategies effectively.
• Collaborate with TAD managers to set the strategic direction for talent development initiatives that align with future Bank needs and evolving skills landscapes, while not directly implementing these programs.
• Facilitate the creation and evolution of a comprehensive career proposition and professional framework, working with the TAD teams to support employee growth and career development in alignment with the Bank’s objectives.

Coaching

• Lead the design and oversight of a comprehensive coaching strategy, working closely with the TAD managers to ensure that coaching programs are implemented effectively across the Bank.
• Encourage the establishment of a mentorship culture by guiding and advising TAD managers on standard methodologies and promoting continuous improvement within their teams.

Performance Management

• Guide the development and implementation of an effective performance management system, ensuring that managers and their teams use performance data to systematically identify training needs and inform workforce planning.
• Collaborate with TAD managers to foster continuous improvements through performance management practices, ensuring alignment with the Bank’s strategic goals.

Organisational Effectiveness

• Lead the development of initiatives aimed at enhancing leadership capabilities and strengthening management skills across the Bank, ensuring that these initiatives are delivered through the TAD managers and their respective teams.
• Ensure alignment of organisational effectiveness strategies with the Bank’s broader objectives, working with senior leaders to drive continuous improvement and operational excellence.

Collaboration and Transformation

• Foster and oversee the establishment of strong and collaborative relationships across the organization, particularly with the People Directorate and CS2025 teams. Ensure that TAD managers effectively support central initiatives by applying these partnerships.
• Help TAD managers collaborate with IT and technology teams, using new models and tools like AI, to improve organizational capabilities.

ROLE REQUIREMENTS

Minimum Criteria:

• Proven track record of Organisational Development with a strong focus on capability building, leadership development and succession planning.
• Proven track record of leading large scale transformation initiatives including shaping and developing a new function.
• Strong leadership and coaching skills with the ability to influence and inspire change across the bank.
• Strong ability to use evidence-based decision-making, bringing to bear data and insights to inform strategic direction and drive effective outcomes.

Desirable Criteria:

• Experience in designing and delivering talent programs that prepare organisations for future skills or roles.
• CIPD Level 7 in Strategic People Management or Strategic Learning & Development or equivalent professional qualification.