Join us as a Leadership Development Manager
- Shape the enterprise leadership development framework and proposition across all career stages and transitions
- You’ll make sure interventions are focused on future leadership challenges, real business impact, and the needs of leaders operating in complex, hybrid human‑AI environments
- Be recognised as a trusted expert in leadership development, partnering with senior leaders and external specialists to shape high‑impact solutions
- This is a full-time, hybrid position so you'll work from home some of the time, coming into the London, Edinburgh or Manchester office at least two days per week to collaborate closely with your colleagues
In this pivotal role, you’ll lead and shape the bank’s leadership development framework and proposition. You’ll prioritise systematic leadership transitions and enterprise-wide leadership programmes, setting the frameworks, principles and long-term direction for leadership development. You’ll deploy the right mix of programmes, coaching, assessments, and bespoke interventions to strengthen leadership capability where it matters most.
Your work will focus on:
- Defining critical transition points, capability requirements, and targeted development journeys aligned to the bank’s leadership expectations, strategy, and culture
- Maintaining deep market insight and managing a diverse supplier portfolio, leading commercial discussions, RFPs, and contract management to secure quality and value
- Integrating leadership development with succession planning, performance diagnostics, cultural priorities, and enterprise leadership initiatives
- Translating leadership capability needs into high-quality development solutions, delivered through internal teams or external partners, and refining the portfolio based on impact
- Making sure targeted, high-impact leadership interventions are grounded in clear design standards, learning principles, and measurable outcomes
As our Leadership Development Manager, you’ll bring significant experience designing and delivering leadership development programmes. In line with this, you’ll demonstrate deep technical expertise in learning and development methodologies, programme design, and high-impact learning interventions at senior levels. Experience creating leadership transition frameworks and targeted interventions at critical career stages is also crucial to this role.
You’ll also need:
- Strong commercial acumen, including supplier selection, contracting and value-for-money assessments
- Expert knowledge of leadership development theory, practice, and market offerings
- The ability to design end-to-end leadership journeys aligned to business strategy and performance outcomes
- Strong diagnostic capability, using assessment and performance data to shape effective interventions
Hours
35Job Posting Closing Date:
Job Posting Closing Date is not yet published.Ways of Working:HybridSkills Required
- Significant experience designing and delivering leadership development programmes
- Deep technical expertise in learning and development methodologies and programme design
- Experience creating leadership transition frameworks and targeted interventions at critical career stages
- Strong commercial acumen including supplier selection, contracting, RFPs, and value-for-money assessments
- Expert knowledge of leadership development theory, practice, and market offerings
- Ability to design end-to-end leadership journeys aligned to business strategy and performance outcomes
- Strong diagnostic capability using assessment and performance data to shape interventions
- Ability to partner with senior leaders and manage external specialists and a diverse supplier portfolio
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.
