Talent Diagnostics Analyst – 12 Months Full Time Contract

In this Talent Diagnostics Analyst role, you will act as a key member of the Talent Assessments team, supporting the delivery and oversight of diagnostic assessments for Directors and Managing Directors. You will lead the end‑to‑end management of the manual diagnostics process, initiate and monitor progress, and maintain daily oversight through regular check‑ins. You will take ownership of escalating issues requiring intervention from HRBPs or Talent Partners, preparing weekly analytics, updating progress packs, managing trackers and issuing end‑of‑process communications to stakeholders. You will support the continuous review and improvement of senior hiring diagnostics and contribute to the design and embedding of the assessment framework for high‑potential colleagues.

You will support the broader Assess Workstream to produce quarterly and annual reporting, as well as aggregate insights to transfer into the Develop Workstream at the end of each diagnostic cohort. You will prepare structured reporting packs, oversee tracker accuracy, and assist with integration activities to ensure data and workflow consistency. You will maintain continuity of delivery and uphold high standards of governance, quality and communication throughout all assessment processes. This role requires good analytical capability, attention to detail and the ability to manage multiple operational and stakeholder touchpoints within a fast‑paced, enterprise‑wide programme.

To be successful as a Talent Diagnostics Analyst – 12 Months Full Time Contract, you should have experience with:

• HR Experience, Business Management or Operations Lead Skills, working in HR or in Business Management (BM) / Chief Of Staff (CoS) or Leading Operations global blue-chip organisations.

• Stakeholder management Skills with the ability to work with Personal Assistants, Colleagues, People Leaders, HR, and Senior Executives.

• MS Office skills with ability to create and manage basic to intermediate level trackers and reports in Excel, create and work with Pivot Tables and being able to create professional PowerPoint presentations.

Other highly desirable skills include:

• Project Management or Change Management experience.

• Experience in Talent management, assessments and/ or recruiting.

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

Your role will be located from our Glasgow office.

Purpose of the role

To design and implement programmes and initiatives that support the growth and development of the bank’s employees and leaders. 

Accountabilities

• Development and implementation of training and development programmes and initiatives, including creation and execution of training sessions, workshops, and other learning opportunities.
• Collaboration with HR and hiring managers to analyse the current and future development needs of the organisation.
• Design and delivery of classroom and digital based training content, programmes and associated User Experience.
• Management of onboarding programmes including training, onboarding materials, introduction meetings and providing support throughout the onboarding process.
• Analysis of data and metrics to measure success of talent development programmes and initiatives.
• Development and implementation of coaching and mentoring programmes, train the trainer programmes for facilitators and relevant educational materials.
• Develop and implement talent pipelining processes, identifying, managing, progressing and promoting talent capability across the bank with succession management and career progression’.

Analyst Expectations

• To perform prescribed activities in a timely manner and to a high standard consistently driving continuous improvement.
• Requires in-depth technical knowledge and experience in their assigned area of expertise
• Thorough understanding of the underlying principles and concepts within the area of expertise
• They lead and supervise a team, guiding and supporting professional development, allocating work requirements and coordinating team resources.
• If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L – Listen and be authentic, E – Energise and inspire, A – Align across the enterprise, D – Develop others.
• OR for an individual contributor, they develop technical expertise in work area, acting as an advisor where appropriate.
• Will have an impact on the work of related teams within the area.
• Partner with other functions and business areas.
• Takes responsibility for end results of a team’s operational processing and activities.
• Escalate breaches of policies / procedure appropriately.
• Take responsibility for embedding new policies/ procedures adopted due to risk mitigation.
• Advise and influence decision making within own area of expertise.
• Take ownership for managing risk and strengthening controls in relation to the work you own or contribute to. Deliver your work and areas of responsibility in line with relevant rules, regulation and codes of conduct.
• Maintain and continually build an understanding of how own sub-function integrates with function, alongside knowledge of the organisations products, services and processes within the function.
• Demonstrate understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
• Make evaluative judgements based on the analysis of factual information, paying attention to detail.
• Resolve problems by identifying and selecting solutions through the application of acquired technical experience and will be guided by precedents.
• Guide and persuade team members and communicate complex / sensitive information.
• Act as contact point for stakeholders outside of the immediate function, while building a network of contacts outside team and external to the organisation.

All colleagues will be expected to demonstrate the Barclays Values of Respect, Integrity, Service, Excellence and Stewardship – our moral compass, helping us do what we believe is right. They will also be expected to demonstrate the Barclays Mindset – to Empower, Challenge and Drive – the operating manual for how we behave.