As a Risk and Controls Executive Recruiter, you will provide best in class Executive Search Services to the Global Risk and Global Controls business lines at Barclays. You will be an SME within Risk & Controls with a thorough understanding of leadership roles and organisational structure within our business and at target competitor organisations. You will deliver a portfolio of MD and Director hires using multiple sourcing channels both direct and via search firms. There is a focus on direct sourcing & pipelining suitable candidates where we can offer the most effective route to market. Providing best in class white glove client and candidate experience at all possible times.

The ideal candidate will have:

• A background in Executive Search or senior contingent hiring, ideally with inhouse experience, with a deep understanding of direct recruitment in Risk & Controls, or closely related functions.
• Experience using various Talent Acquisition tools / platforms to source suitable candidates.
• A proven team player who works well with others in the team and partners with our external agencies and our broader HR and client community.

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 is a 12 Month Fixed Term (fulltime) Contract based in London.

ACCOUNTABILITIES

• Development and implementation of executive 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 executive talent needs assessment to anticipate hiring needs and maintain a talent pipeline to ensure a consistent pool of qualified executive 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, including orientation sessions administration, 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, executive search firms, and professional organisations to develop a strong executive talent pipeline.

To source, attract and hire s of executive levels across the organisation.