Senior Manager, Executive Leadership Development FTC

BT Group; London; On-site; GBP 70,000 - 90,000; Full time

Job summary

A leading company in the UK seeks a Senior Manager for Executive Leadership Development. This role is crucial in shaping talent strategies and overseeing the development of leadership programs. The ideal candidate will drive initiatives that align with business goals and enhance leadership capabilities across the organization.

Benefits

15% on target bonus

Health Care

Equal family leave

Enhanced women’s health support

25 days annual leave

24/7 private virtual GP appointments

2 weeks carer’s leave

World-class training and development opportunities

Option to join BT Shares Saving schemes

Qualifications

• Experience in leadership development and talent management.
• Proven ability in project management and stakeholder engagement.

Responsibilities

• Owns Executive Leadership Development and Succession Planning portfolios.
• Drives design and development of leadership programs.
• Measures and analyzes outcomes of initiatives.

Skills

Leadership Development

Talent Management

Commercial acumen

Data Analysis

Stakeholder Management

Tools

Agile Methodologies

Project/Programme Management

Job description

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Posting Date: 12 May 2025

Function: HR

Unit: HR

Location:

One Braham (4140), London, United Kingdom

London, Bristol, Birmingham or Manchester

Why this job matters

The Senior Manager, Executive Leadership Development plays a crucial role in shaping the Talent Strategy across BT, designing and owning the Executive Leadership Development portfolio.

They will own the Executive Leadership Development and Succession Planning portfolios, ensuring coherence and consistency of products within their portfolio and the broader People & Culture function, alignment with the BTs goals, and overall quality assurance.

What you’ll be doing

• Advises and supports the People & Culture Director, Talent, Performance & Culture in setting the talent outcomes and expectations for Executive Leadership capability and defining the Executive Leadership Development strategy.
• Owns the Executive Leadership Development and Succession Planning portfolios, ensuring coherence and consistency of products within their portfolio and the broader People & Culture function, alignment with the BTs goals, and overall quality assurance.
• Drives the design, development, management and ongoing maintenance of Executive Leadership Development and Succession Planning products and programs within the organization, owning product definition through to development and deployment, leading a delivery squad of specialists and/or professionals throughout the product lifecycle.
• Defines and clearly articulates business case for the approach and frameworks that deliver meaningful value to BT and is anchored in the business strategy
• Works closely with Learning & Capability to identify specific learning needs of the talent pool and define targeted learning solutions and team effectiveness interventions.
• Works with Talent development to define the BT wide assessment methodology for hiring and talent identification in the executive space.
• Oversees the delivery of leadership assessments, talent reviews and succession planning process
• Ensures product owners and squad team members are allocated strategically and in line with the portfolio prioritisation for each quarter, ensuring value flow from existing products.
• Measures, monitors and analyses the outcomes and impact of initiatives and programmes, driving data-driven decision making and insight.
• Keeps up to date with state of the art approaches to senior leadership development and succession planning, introducing external best practice and though leadership to maximise effectiveness and return on investment.
• Recommends sourcing strategy and works collaboratively with our managed service to shape our supplier portfolio and catalogue, maximising value through simplification.

The skills you'll need

• Leadership Development: Helps employees gain and develop leadership competencies and prepares them for management and leadership roles within an organisation.
• Talent Management: Inclusively identifies, develops, and retains talented employees to support the effectiveness of the organisation as a whole. Facilitating activities and opportunities that get the best out of talented employees.
• Talent Review: Plans, prepares and facilitates a talent review program in which leaders review employees' strengths, development areas, and potential career trajectories.
• Commercial acumen: can clearly articulate the current business performance and leverage the people levers to enhance performance or productivity
• Business case development: is able to develop a clear business case that outlines the context, insight, the proposal and a method to evaluate the impact of the intervention
• Storytelling, leveraging data and insights to drive business outcomes.
• Data Analysis: Collects and interprets data in order to uncover patterns and trends.
• Agile Methodologies: Manages projects by dividing tasks into short phases of work (known as sprints) and frequently reassess and adapt plans.
• Project/Programme Management: Handles a project or portfolio of projects as they progress through the typical stages of the project lifecycle including initiation, planning, execution and closure.
• Stakeholder Management: Organises, monitors and improves relationships with stakeholders.
• Relationship Building: Connects with others and forming positive relationships.
• Continuous Improvement: Continuously thrives to improve products, services, or processes.
• Risk Management: Identifies, evaluates and manages risks by developing and implementing strategies, frameworks, policies, procedures and practices.
• 15% on target bonus
• Health Care
• From January 2025, equal family leave: receive 18 weeks at full pay, 8 weeks at half pay and 26 weeks at the statutory rate. It’s for all parents, no matter how your family is made up.
• Enhanced women’s health support: including help with menopause symptoms, cancer screenings, period care and more.
• 25 days annual leave (not including bank holidays), increasing with service
• 24/7 private virtual GP appointments for UK colleagues
• 2 weeks carer’s leave
• World-class training and development opportunities
• Option to join BT Shares Saving schemes.

Looking in:
Leading inclusively and Safely
I inspire and build trust through self-awareness, honesty and integrity.
Owning outcomes
I take the right decisions that benefit the broader organisation.

Looking out:
Delivering for the customer
I execute brilliantly on clear priorities that add value to our customers and the wider business.
Commercially savvy
I demonstrate strong commercial focus, bringing an external perspective to decision-making.

Looking to the future:
Growth mindset
I experiment and identify opportunities for growth for both myself and the organisation.
Building for the future
I build diverse future-ready teams where all individuals can be at their best.