Wealth Management Learning Designer and Trainer | Barclays

We are looking for a Learning Designer and Trainer to support Planning and Advice within Wealth Management. In this role, you will design, coordinate and deliver structured induction and training programmes that help new Advisors build the knowledge, confidence and behaviours they need to become effective quickly and consistently.

Key accountabilities:

• Coordinate induction activities across business, training and subject matter expert stakeholders.
• Ensure new joiners are equipped with the required knowledge, tools and behaviours to succeed in their roles.
• Support a consistent and high-quality induction experience across multiple cohorts.
• Use learner feedback, management information and quality assurance insights to identify opportunities to improve induction content and delivery.
• Contribute to reducing time to competence by continuously improving induction structure, content and learner support.
• Partner with business leaders to embed learning beyond induction and support ongoing colleague development.
• Scope, design and maintain induction learning content in collaboration with subject matter experts.
• Own learning operations and governance, ensuring induction delivery is controlled, auditable and aligned to regulatory and internal learning standards.

To be successful in the role, you should have experience with:

• Programme coordination and stakeholder management: Coordinating end-to-end induction activity across multiple stakeholders, including managing plans, dependencies, communications, risks and issues.
• Learning design and content development: Designing role-based learning for advice colleagues and partnering with subject matter experts to translate policy, process and technical content into practical learning materials.
• Training delivery and cohort consistency: Delivering engaging training, both virtually and in person, while maintaining consistent standards and learner experience across cohorts.
• Readiness and time to competence: Building induction programmes that equip new joiners with knowledge, tools and behaviours, using milestones and checkpoints to accelerate competence.
• Continuous improvement and governance: Using feedback, management information and quality assurance insights to improve induction, while maintaining controls, approvals and auditable training records to required standards.

Some other highly valued skills may include:

• Clear, confident communication, including the ability to deliver sensitive messages in a professional way.
• A data-driven mindset, with the ability to use management information and insight to improve learning outcomes.
• Strong risk and controls awareness, with a disciplined approach to governance.

The role can be based in either London or Birmingham.

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.

Purpose of the role To educate and upskill operational colleagues through training, coaching and knowledge transfer initiatives.

Accountabilities

• Development of training programmes, workshops and other initiatives to coach and support the knowledge transfer and skill development of the banking operational teams/colleagues.
• Monitoring the effectiveness of training programmes and making recommendations for improvement.
• Identification of industry trends and developments to implement best practice in learning and development.
• Execution of training needs assessments and collaborating across the bank to identify gaps in knowledge and skills.
• Participation in projects and initiatives to improve operational efficiency and effectiveness in relation to learning and development.
• Identifying risk and issues internally within team and ability to escalate appropriately.
• Maintain Barclays branding, ensuring all materials are reflective of the standards; adhering to Barclays governance, standards and policies.

Assistant Vice President Expectations

• To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness. Collaborate closely with other functions/ business divisions.
• Lead a team performing complex tasks, using well developed professional knowledge and skills to deliver on work that impacts the whole business function. Set objectives and coach employees in pursuit of those objectives, appraisal of performance relative to objectives and determination of reward outcomes
• 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 will lead collaborative assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will identify new directions for assignments and/ or projects, identifying a combination of cross functional methodologies or practices to meet required outcomes.
• Consult on complex issues; providing advice to People Leaders to support the resolution of escalated issues.
• Identify ways to mitigate risk and developing new policies/procedures in support of the control and governance agenda.
• Take ownership for managing risk and strengthening controls in relation to the work done.
• Perform work that is closely related to that of other areas, which requires understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
• Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategy.
• Engage in complex analysis of data from multiple sources of information, internal and external sources such as procedures and practises (in other areas, teams, companies, etc).to solve problems creatively and effectively.
• Communicate complex information. 'Complex' information could include sensitive information or information that is difficult to communicate because of its content or its audience.
• Influence or convince stakeholders to achieve outcomes.

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.