Senior Network Partner, CDEI Team - People Directorate

About this role

The Senior Network Partner sits within the Culture, Diversity Equity & Inclusion (CDEI) team within the People Directorate. The CDEI team is responsible for:

1. Being the DEI centre of excellence for the Bank, providing expertise from a diversity and inclusion perspective on a wide range of issues
2. Overseeing the delivery and implementation of the Bank’s Inclusion Strategy and associated action plan
3. Producing Executive Director scorecards and action plans – to support the Bank in being an inclusive organisation and make progress towards meeting the Bank’s gender and ethnicity targets; and
4. Leading the engagement with the Bank’s Employee Networks – with a view of promoting a coordinated approach that supports a sense of belonging among Bank staff.

Within the team, there are three Senior DEI Partners (Scale E roles) who will play a key role in leading (i) – (iii) above and this Senior Network Partner (Scale E) who will lead on (iv), with support from the Scale F Network Partner. The team also includes a Scale F DEI Partner who works with the three Senior DEI Partners and a Scale G DEI Co-ordinator – who work across the team.

Key Responsibilities: 

• Delivery of Network Review: Embed the outcomes of the Network Review, working with the Network co-chairs, PLT and Sponsors to support alignment with Bank’s Inclusion strategy. Seeking out opportunities to create allyships across Networks to identify synergies, increase efficiencies and enable Networks to have broader reach across the entire Bank. 
• Inclusion Advisory Council (IAC): Setting up and running the IAC, establishing priorities, stakeholder management (at all levels) and agreeing actions to enable collective decision-making, knowledge sharing to create a culture of inclusion. 
• Strategic Delivery: working alongside the Senior DEI partners shape and define the approach of organisational response to external DEI events and initiatives, engaging proactively with network co-chairs and members of PLT, preparing briefings for seniors as needed. 
• Trusted Advisor: Specific ownership and support for more complex Networks. Serve as a spokesperson, and critical friend for Networks – especially in times of societal or organisational crises, helping ensure timely, proportionate and representative responses. 
• Line Management: Line management responsibility over the Scale F Network Partner, supporting their professional development, quality assurance and timely delivery of outputs and addressing underperformance. 
• Operational Oversight: Oversee allocation and monitoring of Network budgets, co-chair recruitment, succession planning and prioritisation and alignment on agreed goals. Working with the Data Insights team data requests from Networks, considering privacy issues

Role Requirements: 

Minimum Criteria

• DEI Expertise - strong understanding of DEI and intersectionality issues and respective sensitivities, with ability to talk credibly on DEI at senior management level. Working knowledge of the Equality Act 2010 and how it relates across the employee life cycle
• Experience leading Network/Resource group programmes, or comparable employee engagement structures, in large complex organisations and good understanding of intersectional issues.. 
• Excellent communication skills and ability to develop effective working relationships across the organisation. 
• Experience facilitating cross-group collaboration and resolving tensions or competing priorities. 

Essential Criteria 

• Experience leading Network/Resource group programmes, or comparable employee engagement structures, in large complex organisations.
• Ability to grasp evolving DEI related issues, including sufficient base understanding on DEI to be able to quickly cover any gaps in their knowledge to be considered a DEI expert.
• Understands the Bank’s position on DEI matters and how this relates to positions both internally and externally 
• Ability to work autonomously and influence without direct management.
• Independence of mind and ability to challenge existing culture and ways of working
• Demonstratable experience managing senior stakeholder relationships and influencing organisational strategy. 
• Proven ability to manage governance and budgets with discipline and transparency. 

Desirable Criteria

• Experience in crisis response or comms within an inclusion or reputational risk context 
• Background in HR, change management or organisational development 

This is a people management role. You will be