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Head of Culture Transformation

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Lloyds Banking Group

Oct 18

Applications are closed

  • Job
    Full-time
    Expert Level
  • People, HR & Administration
    Business, Operations & Strategy
  • Leeds

Requirements

  • Confidence leading specialist,' multi-discipline project teams delivering culture change & transformation enterprise-wide.
  • Act as a strategic, thought-partner to colleagues and leaders in solving business challenges (systems thinking and innovation methodologies).
  • Leverage your experience to lead and drive multiple projects; help senior executives to achieve their ambitions, smoothing transitions during periods of significant change. Identify gaps, risks, and opportunities using data.
  • Develop a playbook for change and transformation to drive culture change at an enterprise-wide level and work with Business Units to embed new ways of working, working with and supporting other CoEs in People & Places to ensure a joined up approach.
  • Ownership of the strategy, proposition & design of culture transformation initiatives that ensure our organization fosters an inclusive, innovative, and high-performance culture, aligned with our core values and strategic objectives.
  • Lead the Group's end-to-end approach to culture transformation; leading the identification of Group culture transformation priorities, and supporting business leaders to do the same within their areas. Helping our organisation to embrace and drive behavioural cultural shifts at all levels through systems thinking.
  • Create a culture of continuous improvement and innovation, enabling leaders and colleagues to adopt new ways of working, promote diversity of thought, and instil a proactive, positive mindset across the organization.
  • Scale-up culture transformation programs to ensure broad engagement and participation across the organization, fostering a unified and cohesive cultural identity.
  • Continue to develop and implement high-quality development & skill-building interventions, ensuring all employees have the tools and knowledge to contribute to the desired culture.
  • Leverage external models, research, and networks to bring fresh perspectives and best practices into our culture transformation initiatives.
  • Ownership of the strategy, proposition & design of coaching interventions that ensure all our people-leaders can provide great coaching to our people, and we have a comprehensive suite of interventions for top-of-house coaching too.
  • Lead the Group's end-to-end approach to coaching, training experts both in People and Places and in the business to coach at all levels.
  • Create a coaching culture at all levels, enabling leaders and colleagues to unlock different ways of thinking, promote cognitive diversity, and instill a proactive, positive mindset across the leadership population and wider colleague base.
  • Scale-up the associate coaching model to ensure broad access to high-quality coaching across the organization.
  • Continue to up-skill the 'Job-Plus' coach population, ensuring adequate high-quality development & skill-build interventions are available to enhance their coaching capabilities.
  • Assess and qualify external supplier relationships to ensure both the quality and capacity to deliver the coaching required by the business. Evaluate external suppliers to determine where they are best-placed to deliver coaching within the organization, ensuring alignment with strategic aims.
  • Use external models, research, and networks to reinvigorate leadership development and coaching practices.
  • Ownership of the strategy, proposition & design of team-effectiveness interventions that ensure all our senior people-leaders & people-partners can access a high-quality service offering as required. Further to this, replicating the intent behind this offering in the form of a self-service offering that enables teams across LBG to be effective with scale.
  • Enhance and embed our approach to team health and effectiveness, collaborating with both internal and external partners to deliver the proposition across Lloyds. Personally facilitate and continually test and improve methods for ongoing team health.
  • Work closely with People Partnering Directors, Culture Programmes, and Performance teams to influence and support leaders in enabling more purpose-led decision-making, fostering a collaborative environment, and reducing siloed working.
  • Ensure the health, wellbeing, and safety of leaders are prioritized, embedding leadership resilience into all support and development provided.
  • Use effective evaluation methods to continuously assess and improve team effectiveness practices.

Responsibilities

  • Confidence leading specialist,' multi-discipline project teams delivering culture change & transformation enterprise-wide.
  • Act as a strategic, thought-partner to colleagues and leaders in solving business challenges (systems thinking and innovation methodologies).
  • Leverage your experience to lead and drive multiple projects; help senior executives to achieve their ambitions, smoothing transitions during periods of significant change. Identify gaps, risks, and opportunities using data.
  • Develop a playbook for change and transformation to drive culture change at an enterprise-wide level and work with Business Units to embed new ways of working, working with and supporting other CoEs in People & Places to ensure a joined up approach.
  • Ownership of the strategy, proposition & design of culture transformation initiatives that ensure our organization fosters an inclusive, innovative, and high-performance culture, aligned with our core values and strategic objectives.
  • Lead the Group's end-to-end approach to culture transformation; leading the identification of Group culture transformation priorities, and supporting business leaders to do the same within their areas. Helping our organisation to embrace and drive behavioural cultural shifts at all levels through systems thinking.
  • Create a culture of continuous improvement and innovation, enabling leaders and colleagues to adopt new ways of working, promote diversity of thought, and instil a proactive, positive mindset across the organization.
  • Scale-up culture transformation programs to ensure broad engagement and participation across the organization, fostering a unified and cohesive cultural identity.
  • Continue to develop and implement high-quality development & skill-building interventions, ensuring all employees have the tools and knowledge to contribute to the desired culture.
  • Leverage external models, research, and networks to bring fresh perspectives and best practices into our culture transformation initiatives.
  • Ownership of the strategy, proposition & design of coaching interventions that ensure all our people-leaders can provide great coaching to our people, and we have a comprehensive suite of interventions for top-of-house coaching too.
  • Lead the Group's end-to-end approach to coaching, training experts both in People and Places and in the business to coach at all levels.
  • Create a coaching culture at all levels, enabling leaders and colleagues to unlock different ways of thinking, promote cognitive diversity, and instill a proactive, positive mindset across the leadership population and wider colleague base.
  • Scale-up the associate coaching model to ensure broad access to high-quality coaching across the organization.
  • Continue to up-skill the 'Job-Plus' coach population, ensuring adequate high-quality development & skill-build interventions are available to enhance their coaching capabilities.
  • Assess and qualify external supplier relationships to ensure both the quality and capacity to deliver the coaching required by the business. Evaluate external suppliers to determine where they are best-placed to deliver coaching within the organization, ensuring alignment with strategic aims.
  • Use external models, research, and networks to reinvigorate leadership development and coaching practices.
  • Ownership of the strategy, proposition & design of team-effectiveness interventions that ensure all our senior people-leaders & people-partners can access a high-quality service offering as required. Further to this, replicating the intent behind this offering in the form of a self-service offering that enables teams across LBG to be effective with scale.
  • Enhance and embed our approach to team health and effectiveness, collaborating with both internal and external partners to deliver the proposition across Lloyds. Personally facilitate and continually test and improve methods for ongoing team health.
  • Work closely with People Partnering Directors, Culture Programmes, and Performance teams to influence and support leaders in enabling more purpose-led decision-making, fostering a collaborative environment, and reducing siloed working.
  • Ensure the health, wellbeing, and safety of leaders are prioritized, embedding leadership resilience into all support and development provided.
  • Use effective evaluation methods to continuously assess and improve team effectiveness practices.

FAQs

Where is this position located?

The position can be based in Bristol, Halifax, Leeds, or Edinburgh.

What is the working pattern for this role?

The working pattern is hybrid, meaning you will spend at least two days per week, or 40% of your time, at one of our office sites.

What experience is required for the Head of Culture Transformation role?

We are looking for a dedicated and results-driven leader with a proven track record of enabling sustainable, people change, along with deep expertise in culture transformation and coaching for high performance.

What are the main responsibilities of the Head of Culture Transformation?

The main responsibilities include leading the Culture Transformation team, developing culture transformation initiatives, creating a coaching culture, and enhancing team effectiveness across the organization.

What skills are necessary for this position?

Confidence in leading multi-discipline project teams, strategic thinking, the ability to identify gaps, risks, and opportunities using data, and fostering a culture of continuous improvement and innovation are necessary skills.

What kind of coaching initiatives will be part of this role?

This role will involve creating a coaching culture at all levels, developing high-quality coaching interventions, and ensuring broad access to coaching across the organization.

Are there any benefits associated with this job?

Yes, the benefits package includes a generous pension contribution, an annual performance-related bonus, share schemes, 30 days' holiday plus bank holidays, and various wellbeing initiatives.

How does the organization promote inclusivity?

The organization focuses on building a diverse environment that reflects modern society and ensures every individual feels they belong and can be their best, regardless of their background, identity, or culture.

Will I be working with senior executives?

Yes, part of the role involves working closely with senior executives to help achieve their ambitions and smooth transitions during significant change.

How will team effectiveness be promoted in this role?

The role includes enhancing and embedding approaches to team health and effectiveness, fostering a collaborative environment, and using evaluation methods to continuously assess and improve team practices.

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Lloyds Banking Group

Helping Britain Prosper

Finance
Industry
10,001+
Employees

Mission & Purpose

We're part of an ever-changing industry and are currently on a journey to shape the financial services of the future, whilst supporting our customers’ changing needs. The scale and reach of our Group means we can offer a broad range of opportunities to learn, grow and develop. Our values-led culture and approach to inclusion and diversity means we can all make a real difference together. Our purpose is Helping Britain Prosper. We do this by creating a more sustainable and inclusive future for people and businesses, shaping finance as a force for good.

Culture & Values

  • People-first

    We put people first to go further for customers.

  • Bold

    We’re bold, we take action and innovate.

  • Inclusive

    We’re inclusive to value everyone.

  • Sustainable

    We champion sustainability to care for our planet.

  • Trust

    We trust each other to achieve more together.

Benefits

  • Flexible working

    A hybrid model and the ability to work flexibly is key to ensuring our colleagues can have both a rewarding career and a healthy work/life balance.

  • Health and wellbeing

    We encourage a culture of wellbeing and inclusivity, and provide a range of health and wellbeing services to meet the diverse needs of our colleagues.

  • Holiday allowance

    We offer a generous holiday allowance to enable you achieve a healthy work/life balance. You’ll be eligible for a minimum of 22 days holiday, rising to 30 days based on length of service and grade. Bank holidays are in addition to this, and you’ll have the opportunity to buy or sell the equivalent of a week’s holiday through our ‘Flex’ scheme.

  • Family leave

    From day one you’ll be able to have up to 63 weeks of maternity or adoption leave. Statutory maternity or adoption pay is available for 39 weeks and 20 weeks will be enhanced to the equivalent of full pay. Partners can have six weeks of fully paid paternity leave. Shared parental leave is created when maternity or adoption leave is ended early. If you are an eligible partner you could receive up to 20 weeks of fully paid leave.

  • Flexible working

    A hybrid model and the ability to work flexibly is key to ensuring our colleagues can have both a rewarding career and a healthy work/life balance.

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