As part of our ongoing commitment to ensuring equal opportunity, we request that our diversity monitoring form is completed before we consider your application: https://forms.office.com/e/nXECRNNtwZ. Please reach out if you have any questions about this.

Background

MyBnk is a UK wide charity that delivers expert-led financial education programmes to 5–25-year-olds. Our mission is to empower young people to take charge of their future by bringing money to life through innovative, high impact and energetic programmes. We deliver to anyone but maintain a focus on those in need. This means we try and target:

• School children with low financial capability – who need help most. 

• Young adults in the greatest need – those who cannot afford mistakes. 

Our research shows that the best time to make a difference is: 

• With the very young and when habits are set. 

• Aged 11-16 when you are increasingly engaging with money and preparing for the future. 

• All young adults entering independence who are making choices, now. 

We are a growing organisation; in every sense of the word and the future for us is set to be very exciting and promising especially as we embark on a new strategy for the 2025-2028 period. 

Overall purpose and accountabilities of the role: 

Core to this role is living the MyBnk values of being Accountable, Brave, Committed, Empathetic and Respectful to provide leadership and accountability of the strategic People and Culture agenda. Part of the senior leadership team and reporting to the Chief Executive Officer our newly created People and Culture Director will lead the establishment of a small yet high-performing and professional Directorate.  

We are currently in the process of adopting a new leadership framework into MyBnk and this role will be the carrier of that framework developing the cornerstones of tools like behaviour frameworks, performance improvement processes, 360 feedback and so on. 

Critical to the role is revamping our current people practices and systems as well as filling in the gaps to ensure that we drive a culture where all MyBnk colleagues thrive to achieve their best and feel supported every step on their MyBnk journey. We want to be better at using data and insights to drive value and impact within our People and Culture function. Linked to both, is being the strategic lead for our equality, diversity and inclusion work which is imperative to the organisation as we continue to grow. 

The role has overall accountability for the organisational people risks, compliance and legal responsibilities. It will ensure the effective, efficient, and commercial management of organisational costs.  

External relationships will also be critical as we have ambitions to be an employer of choice able to attract and retain the best talent possible. As such, whilst much of this role is naturally about the internal mechanisms, all MyBnk Directors are proactively exploring and securing strategic partnerships that benefit the organisation. You will be a leader in your field and MyBnk will support you in shouting about the great work you will be doing here.  

This is a role that has the full backing of the Chief Executive Office, wider Senior Leadership Team and the Board of Trustees. This role will develop the People and Culture strategy but some of the areas for focus are outlined below.  

Key responsibilities: 

Culture and performance 

• Define the overall culture strategy, objectives and success measures; elevating ‘HR’ to a strategic level. 

• Champion and oversee cultural integration across the organisation. 

• Cultivate an organisational culture that promotes exceptional talent, achievement and a high performance whilst maintaining a place of work.  

• Embed a culture that balances high accountability but allows for learning, development and growth opportunities. 

• Report progress of the Directorate to the board of Trustees. 

Wellbeing

• Define the wellbeing strategy, objectives and success measures to provide insight and ensure alignment and fit of wellbeing initiatives to the wider cultural strategy.  

• Input into the H&S policy to ensure a fit for purpose culture that promotes safety of employees.  

• Strategically design our approach to pay and rewards, healthcare and other benefits as a means of creating a culture of caring and work life balance. 

• Ensure organisational standards are clear, well communicated and deployed. 

Diversity & Inclusion  

• Define and deliver the D&I strategy, objectives and success measures for MyBnk.  

Employee Value Proposition and Employee Engagement 

• Define the Employee Value Proposition and employee engagement strategy, objectives and success measures 

• Promote the EVP (culture and values) across the organisation through activities, mindset and engagement at all levels.  

Relationship and Stakeholder Management 

• Build strong relationships with a matrix of senior stakeholders across the business and work collaboratively across all 70 colleagues to provide insights and thought leadership. 

• Liaise with Senior Leaders and Senior Management to ensure they are aligned with the overall cultural values and be willing to challenge these individuals where necessary to arrive at the best outcome for us. 

• Measure benefit impact through cultural engagement surveys and use insights proactively to feed into continuous improvement.  

• Be externally facing to shout about the excellence we are embedding. 

Budget and Policy Management  

• Manage budgets and forecast current and future costs for all People and Culture programmes. 

• Be accountable for all key policies, training and compliance related to the People and Culture function. 

Innovation  

• Lead by example in creating a culture of innovation. 

• Stay abreast of the latest developments, best practices and trends in culture, wellbeing, equality, diversity and inclusion etc.to bring leading insight and expertise. 

• Provide leadership and coaching to the culture team and occasionally, other teams 

• Create strategies to improve the productivity and efficiency of staff.  

• Understand and effectively manage anticipated demand and capacity within their team. 

You will need a fluent command of English and the right to work in the UK. 

As with all roles at MyBnk this job description outlines the key responsibilities, requirements, and attitudes of the role. It is not an exhaustive list of tasks that need to be completed and MyBnk reserves the right to amend the job description as both the role and the organisation evolve.  

 Person specification 

 You will need to show: 

 Part one: Experience 

•  Hold a Level 7 CIPD qualification/Fellow of CIPD or equivalent  

• Track record of operating at a senior level to provide strategic people advice to an organisation of similar size and complexity 

• Relevant experience, underpinned by deep professional knowledge of developing complex workforce strategies 

• Demonstrable experience of driving innovative and forward-thinking ideas that challenge the ‘what we have always done’ mindset. 

• Strong experience of leading or being heavily involved in the planning and implementation of change strategies.  

Part two: Skills and abilities 

• Highly skilled at leading cultural change and embedding practices that drive a progressive and dynamic people agenda 

• Outstanding diplomatic, influencing and negotiating skills to secure trust and confidence. 

• Ability to communicate to communities throughout MyBnk with the ability to engage and inspire. 

• Confidence and ability to constructively challenge across the organisation and within the senior leadership team  

• Entrepreneurial and commercial acumen; using data and insight to support our plans 

Part three: Personal attributes 

• Emotionally intelligent leadership style; open to feedback and learning 

• An unwavering commitment to equality and diversity weaved into all your work. 

• Role models a values driven approach 

This post is subject to satisfactory references, one of which must be from your current or most recent employer, and DBS checks.  

Terms of appointment: 

• 25 days per year annual leave, pro rata full time equivalent (plus bank holidays and Christmas break closure).  

• Pension scheme (5% from you, 4% from us. If you put in 6% we put in 5%) 

• Income protection insurance.  

• Death in service insurance.  

• Cycle to work scheme.  

• Annual training allowance.  

• Enhanced maternity, paternity and adoption leave and pay.  

• Flexible working policy.  

• Season ticket loans.  

• Cash Health plan  

• Mental Health support, access to counsellors and in-house Mental Health First Aiders