Join us as an Early Talent Strategy Manager
- We’ll look to you to manage the enterprise early talent strategy, building future-ready talent pipelines aligned to our strategic workforce needs across our graduate, intern, and apprenticeships programmes
- Influence and lead the enterprise-wide apprenticeship strategy and external ecosystem, maximising levy utilisation, and managing key external partnerships
- This is an opportunity to make a lasting impact by leading the graduate and intern strategy across attraction, university engagement, recruitment, and development
- This is a full-time, hybrid position so you'll work from home some of the time, coming into the office at least two days per week to collaborate closely with your colleagues
As an Early Talent Strategy Manager, you’ll manage the enterprise-wide strategy, standards, and guardrails for all early talent pathways, including interns, apprentices, and graduates. You’ll ensure these pathways integrate seamlessly with wider talent ecosystem and strategic workforce plans, strengthening the overall talent pipelines and building future skills. By setting clear definitions, minimum criteria, and programme design principles, you’ll also drive consistency, quality, and commercial discipline across all early talent programmes.
Alongside this, you’ll provide strategic challenge and guidance to human resources business partners and leaders on early talent investment decisions, supporting choices on which programmes to create, expand, reduce, or close.
In addition, you’ll focus on:
- Ensuring the early talent experience strengthens development outcomes, boosts conversion and retention, and builds a high-performing alumni community
- Aligning early talent investment and programme focus with strategic workforce priorities, future skills needs, and critical talent pipelines
- Maintaining deep market insight and managing relationships with industry bodies, government groups, and education and training partners, representing the bank in key forums
- Developing enterprise-level insights and benchmarking to inform strategy and measure programme effectiveness across conversion, retention, performance, diversity, and cost-to-hire outcomes
- Optimising our Apprenticeship Levy investment, aligning it with our commercial ambitions and driving high-quality programmes that build future skills while delivering measurable value to the business
We’re looking for someone with deep expertise in shaping enterprise-wide early talent strategies, including graduate programmes and apprenticeships. A strong understanding of labour market trends and future workforce needs is also essential, enabling you to anticipate how critical roles will evolve.
In addition, you’ll need:
- Knowledge of apprenticeship policy, funding models, and levy utilisation, with the ability to optimise pipeline effectiveness
- Experience working with universities, government groups, industry bodies, and education partners to establish strong external relationships and generate valuable market insight
- A strong analytical and commercial mindset, with the ability to link early careers investment to measurable business outcomes
- Experience leading multi-functional end-to-end graduate and intern strategies, including designing attraction, recruitment, and development approaches to build future leadership pipelines
Hours
35Job Posting Closing Date:
Job Posting Closing Date is not yet published.Ways of Working:HybridSkills Required
- Deep expertise shaping enterprise-wide early talent strategies, including graduate programs and apprenticeships
- Strong understanding of labor market trends and future workforce needs
- Knowledge of apprenticeship policy, funding models, and levy utilization
- Experience working with universities, government groups, industry bodies, and education partners
- Strong analytical and commercial mindset linking early careers investment to measurable business outcomes
- Experience leading multifunctional, end-to-end graduate and intern strategies covering attraction, recruitment, and development
NatWest Group Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about NatWest Group and has not been reviewed or approved by NatWest Group.
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Flexible Benefits — A flexible ValueAccount structure with pension and benefit funding allows tailoring of health, protection, lifestyle, and savings options, with unused amounts typically paid as cash. This flexibility supports personalisation of coverage, particularly in Great Britain where the framework is most detailed.
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Retirement Support — Employer-funded pension contributions are provided on top of salary in Great Britain, alongside automatic retirement enrollment and share/save programs. This creates structured long‑term wealth support as part of total reward.
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Parental & Family Support — UK policies outline extended maternity, adoption and equal partner leave on full pay with a phased return, plus paid neonatal care leave. These provisions are positioned as market‑leading and complement broader flexibility resources.
NatWest Group Insights
What We Do
We’re a business that understands when our customers and people succeed, our communities succeed, and our economy thrives. As part of our purpose, we’re looking at how we can drive change for our communities in enterprise, learning and climate. As one of the leading supporters of UK business, we’re prioritising enterprise as a force of change. We’re focusing on the people and communities who have traditionally faced the highest barriers to entry and figuring out ways to remove these. Learning is also key to our continued growth as a company in an ever changing and increasingly digital world. By setting a dynamic and leading learning culture, our people prosper, and our customers are given the tools to continue to improve their financial capability and confidence. One of the biggest challenges we all face in our future is climate change. That’s why we’ve put it right at the core of our purpose. We want to champion climate solutions with financing and entrepreneurial support, fully embed climate into our culture and decision making, and be climate positive by 2025. We’re committed to using our purpose to break down barriers, drive change and ultimately create a great place to work.
