Job Description

This is an exciting new senior leadership role within the newly established People Strategy & Insights (PS&I) function, part of the Bank's People Directorate. This role has been created following the implementation of the new People Target Operating Model within the Directorate.


We are seeking an experienced thought leader and HR/People professional to lead, shape, and integrate the Bank's Talent, Inclusion, and Leadership strategies. The goal is to ensure a cohesive and unified approach that aligns with and supports the Bank's mission.


The Head of Talent, Inclusion & Leadership will oversee the Inclusion strategy; and team, lead the Talent Acquisition (TA) and Future Talent (FT) teams, and manage the newly formed Organisational Capabilities & Effectiveness team, which includes Learning, Development, Performance, and Leadership programmes. This role will be part of the People Directorate's senior leadership team.


This role is pivotal in driving the Bank's talent strategy, inclusion strategy, and organisational effectiveness approach. It involves fostering a diverse and inclusive culture, promoting best practices across dual locations (Leeds & London)

Working in Leeds

Governors have committed to an employee value offering for staff in Leeds that is equivalent to staff in London, and we are working on ensuring this as our current office expands and even more so as we establish our permanent office in Leeds.


The current address of the Leeds office is Yorkshire House, East Parade, Leeds, LS1 5BW. It is very centrally located and under 5 minutes' walk from Leeds train station.

Key Responsibilities:

Strategic Thought Leadership:

To develop and implement a unified & cohesive Talent, Inclusion, and Leadership approach that drives meaningful outcomes, provides insight and expertise to align with the Bank's mission and strategic priorities. As a member of the People Leadership team, you will ensure effective collaboration across the People teams to deliver People wider prioritises, such as People Transformation and Pay Review Framework.

Team Management:

Lead, guide and inspire a team of experienced Senior Managers in the Culture, Diversity, Equity & Inclusion (CDEI) team ,Talent Acquisition, and Organisational Effectiveness & Capabilities teams ensuring effective collaboration and driving innovation across multiple teams combining the strength of "one team". Fostering a culture of inclusivity and continuous learning, promoting best practices and driving cultural change initiatives.

Talent Strategy:

Oversee the development and execution of the Bank's talent strategy, to attract, select, develop and retain a talented workforce. In practice this means overseeing experienced hires and early career recruitment, workforce planning, career development & learning programmes, performance management & the delivery of high-volume induction/training, growth strategies as well as thoughtful retention initiatives. Oversight and understanding of how an organisation can use technology effectively, digital & AI advances to drive smarter practices and innovation.

Inclusion Strategy:

Provide the thought leadership to drive the Bank's inclusion strategy, ensuring the promotion of diversity, equity, and inclusion across all levels of the organisation to support our colleagues to feel valued.

Organisational Capabilities

: Establish and optimise the Organisational Capabilities & Effectiveness team, focusing on learning and development, performance management, coaching, and talent management.

Leadership Development:

Work with the Director to shape and own the Bank's leadership strategy and learning agenda, ensuring alignment with talent and inclusion strategies.

Stakeholder Engagement & Change Management:

Collaborate with senior leadership and key stakeholders to drive forward the Talent, Inclusion, and Leadership agendas, ensuring alignment with the Bank's mission. Supporting your teams through change and champion best practice

Data-Driven Insights:

Utilise data and insights to inform and shape strategies, ensuring evidence-based decision-making and continuous improvement.

Minimum Criteria:

Significant experience in leading, developing, and mentoring large and varied teams who are subject matter experts, particularly through organisational, transformational cultural change. Proven expertise in all areas of talent management, diversity, equity, and inclusion (DEI), and leadership development in a large scale and/or complex organisation. Strong strategic thinking and the ability to develop and implement cohesive strategies across multiple areas & experience in managing and influencing multiple stakeholders, including senior leadership, with credibility and impact.

Essential Criteria:

Demonstrable experience in driving and embedding strategic and cultural change within an organisation with the customer and colleague front of mind to enhance the experience. Ability to work effectively across a complex organisation with hybrid working, multiple locations as part of our growth strategy for our Leeds office expansion plans. Strong knowledge and operational understanding of multiple HR disciplines, including learning and development, talent acquisition, DEI principles, leadership initiatives and performance management. Ability to use data insights to inform strategies and make evidence-based decisions across complex and multi-faceted issues. Excellent communication and interpersonal skills, in a variety of contexts from Committees, to engaging with stakeholders and colleagues with the ability to engage through hearts & minds whilst building productive relationships both internally and externally.

Desirable:

Experience working in both public and private sectors. Experience with HR systems implementation, such as Oracle.

Our approach to Inclusion

At the Bank, we want all colleagues to feel valued and respected, so we are working hard to build an inclusive culture which supports people from all backgrounds and communities to be at their best at work. We celebrate all forms of diversity, including (but not limited to) age, disability, ethnicity, gender, gender identity, race, religion, sexual orientation, and socioeconomic status. We believe that it is by drawing on different perspectives and experiences that we will continue to make the best decisions for the public.


We welcome applications from individuals who work flexibly, including job shares and part-time working patterns. We have also partnered with external organisations to support us in adjusting for candidates and employees in the recruitment process where they are needed.


For most roles where work can be carried out at home, we aim for colleagues to spend half of their time in the office, with a minimum of 40% per month. The role-holder is expected to spend over half their in-office time in the Leeds office, while attending the office in London around four days a month on average. Subject to that minimum requirement, colleagues work together to find what works best for them, their team, and stakeholders.


Finally, we're proud to be a member of the Disability Confident Scheme. If you wish to apply under this scheme, you should check the box in the 'Candidate Personal Information' under the 'Disability Confident Scheme' section of the application.


This role closes on 18th June and the assessment process will comprise of two stages.

We anonymise applications so hiring managers will not be able to see your personal information when reviewing your submission, including your CV.

Salary and Benefits Information

We encourage flexible working, part time working and job share arrangements. Part time salary and benefits will be on a pro-rated basis as appropriate.


This role offers a competitive salary. In addition, we also offer a comprehensive benefits package as detailed below:


Currently a non-contributory, career average pension giving you a guaranteed retirement benefit of 1/80th of your annual salary for every year worked. There is the option to increase your pension (to 1/50th) or decrease (to 1/120th) in exchange for salary through our flexible benefits programme each year. The Bank has the discretion to vary standard accrual rates and dial up and dial down rates at any time and to withdraw dial up and dial down options at any time. A discretionary performance award based on a current award pool. A 8% benefits allowance with the option to take as salary or purchase a wide range of flexible benefits. 26 days' annual leave with option to buy up to 12 additional days through flexible benefits. Private medical insurance and income protection.

National Security Vetting Process

Employment in this role will be subject to the National Security Vetting clearance process (and typically can take between 6 to 12 weeks post offer) and the passing of additional Bank security checks in accordance with the Bank policy. Further information regarding the vetting and security clearance requirements for the role will be provided to the successful applicant, and information about how the Bank processes personal data for these purposes, is set out in the Bank's Privacy Notice .


The Bank of England welcomes applications from all candidates, but as a UK Visas and Immigration (UKVI) approved sponsor, we have a responsibility to comply with the Immigration Rules and guidance. As such, our ability to employ individuals who require sponsorship for immigration purposes is limited. The Bank cannot guarantee that you and / or the role you are applying for will be eligible for sponsorship and that any application made to UKVI will be successful. Eligibility will therefore be considered on a case by case basis.