Company purpose:

Our company purpose is to contribute to a responsible and sustainable economy by financing and advising clients according to the highest ethical standards.

Our employer promise is built around three pillars:

• Being a great place to work

• Committed to sustainability and having a positive impact

• Being dedicated to the development of our people

Business area

The UK CIB HR Department supports CIB staff and managers in London, providing them with a full range of strategic advisory and transactional services (in terms of payroll, reward, pension and benefits, recruitment, career management, learning & development and employee relations). In regular contact with the Group HR Department of BNP Paribas S.A. (headquartered in Paris), CIB HR is the entry point for all CIB employees on any HR issue.

Job Purpose

Manage and shape the marketing, branding and attraction strategy for the early careers (graduate, long term intern, spring insight, summer intern, V.I.E., early talent (apprentice, work experience, discovery day)) programmes, in order to attract and recruit high calibre staff and maximising brand awareness within target populations.

The role will be predominantly UK focused but with some involvement in global and/or EMEA Early Careers marketing, branding and attraction (Global Markets only). 

Key Responsibilities

• Responsibility for the full scope of branding, attraction and marketing activities for all Early Careers (including early talent) populations including:
  • Management of the relationship with the third party agency for marketing and branding activities, including monitoring of KPIs, quarterly business reviews, defining of strategy and timeline of activities
  • Management and monitoring of campus budget 
  • Definition and management of SOW deliverables with third party agency for marketing and branding activities
  • Ownership of UK CIB Early Careers website in conjunction with third party agency for marketing and branding activities
  • Shaping and overseeing the social media strategy, operationally delivered by third party agency 
  • Working with the third party agency to maximise brand awareness and run targeted recruitment campaigns, where relevant using partner platforms such as Handshake
  • Identifying target talent pools – universities, student societies in line with the CIB and Global Markets top and target university lists
  • Managing high level relationships with selected UK or European Universities and societies.
  • Managing and monitoring the attendance (HR and business) at selected careers events (university fairs, schools events and presentations)
  • Participating in multiple careers events (university fairs, schools events and presentations)
  • Driving business engagement with all campus, early talent and marketing activities across relevant business lines 
  • Ensuring inclusive and consistent processes are followed across all campus and early talent programmes with regards to marketing and attraction activities, keeping diversity in mind at all stages of the application process
  • Ensuring team engagement, participation and awareness on all branding and marketing campaigns 
  • Ensuring business and HR representatives are fully briefed ahead of campus activities on key messaging and programme content
  • Collating and monitoring feedback from campus/early talent activities, social activities, marketing events and measuring ROI
  • Using the internal applicant tracking system to set up and run candidate events

• Keep warm activities:
  • Identifying and implementing keep-warm strategies for incoming candidates for all programmes to maintain candidate relationships and minimise reneges between offer and joining
  • Ensuring Early Careers recruiters and line managers are consistently engaging in keep warm activities for their populations and all messaging is delivered in line with EVP and CIB priorities

• Benchmarking:
  • Continuous external benchmarking to bring best practice to the organisation in relation to campus and branding activities
  • Identify opportunities for improving visibility of the BNPP brand in new ways and with competitor activity in mind 
  • Researching perception of BNPP in the market amongst campus and early talent populations 

• Management:
  • Direct management of at least one team member, with oversight for all activity related to early talent programmes (apprenticeship, work experience, discovery day, VIE and others as relevant) including recruitment, programme management, permanent conversion

• Develop and maintain relationships with wider HR teams, both within the UK and overseas
• Working closely with CSR and DEI teams on ad hoc initiatives, managing relationships with DEI Early Careers partners (e.g. SEO)
• Maintain regular contact with overseas HR and Early Careers teams to ensure sharing of best practice, consistency and understanding of regional programmes, particularly in EMEA, and how these are being marketed to candidates
• Manage the preparation and delivery of appropriate management information, using data to suggest and drive improvements for the UK Head of Recruitment
• Ad hoc projects as dictated from time to time 
• Team support at peak periods, including recruitment, training events and social activities 
• Managing the relationship with all relevant third parties, including following the procurement processes 

Requirements

• Extensive early careers and/or campus marketing expertise
• Experience of team management
• Ability to act independently
• Excellent stakeholder management with the ability to communicate at all levels
• Experience managing supplier relationships
• Extensive understanding of the UK University landscape (wider European knowledge an advantage)
• The ability to be flexible and manage ambiguity
• Excellent project management, with strong organisational skills
• Able to manipulate and summarise data
• Comfortable to drive change and manage competing priorities
• Excellent presentation skills
• Knowledge of financial services would be an advantage

And of course, we expect all our colleagues to embody and practice the Group values (alignment with the Bank’s strategy, commitment, work ethic, integrity and Code of Conduct).

A bit more about why you should join us

1. We’re a great place to work

We aim for optimal work/life balance (depending on role, this includes hybrid working, flexible working and agile)

We are proud of our award-winning flexible benefits and health & wellbeing strategy. Our flexible benefits include:

• Generous holiday allowance of at least 26 days (plus bank holidays) – with option to buy and sell holidays.

• Valuable financial plans – a 12% non-contributory pension which has been moved to sustainable investments*, life assurance*, income protection and personal accident insurance.

• Extensive wellbeing and mental health offering – one of the most advanced private medical schemes in the UK, dental cover, wellbeing app, Cognitive Behavioural Therapy support, subsidised gym memberships, bespoke health assessments including genetic testing, Private GP (including digital GP services to parents of employees), Employee Assistance Programme, menopause & fertility support (we are an accredited Menopause Friendly Employer), neurodiversity assessment and support.

• Key onsite services and facilities in London – include physiotherapy, nutrition, massage therapy, physiology, mental health first aiders, seasonal flu vaccinations and free onsite fitness centre.

• Plus, emergency back-up care for dependants, green car leasing, season ticket loan, and a range of other benefits.

* Subject to relevant caps

2. As the eurozone’s largest bank, we are committed to having a positive impact in the world.  

For example, we are committed to Net Zero in all of our financing and investment portfolios by 2050. By 2030, 80% of our energy production financing will be low carbon.

But impact for us means more than climate. It means empowering our people every day. Everyone gets four volunteering days each year - in 2023, we achieved over 18,000 hours of volunteering across the UK and reaching over 4,500 young people.

3. We believe in our people

We support our people to develop skills to adapt to the ever-evolving world of work and to prepare for the jobs of today and tomorrow. We do this through a comprehensive training offering, talent programmes, mentoring, career days and inhouse career tools.

We are proud of the number of our people who progress and secure new roles internally. In fact, in 2023, nearly half of our positions in UK CIB were filled internally. 

Investing in our people also means we have a collaborative and inclusive culture:

• Direct feedback from our people shows that our internal culture sets us apart from our industry peers.

• Each year, nearly 30,000 employees globally are involved in professional networks that play an active role in promoting Diversity and Inclusion within the Group. These include our:

Pride Network, Ability Network (which supports disabled employees), MixCity (gender equality network), Women in Global Markets, Women in Global Banking, Women in IT, Diversity Equity & Inclusion in Technology, Early Careers Network, Multicultural Network and Parents & Carers Network.

Equal opportunities 

BNP Paribas is committed to providing a work environment that fosters diversity, inclusion, and equal employment opportunity without regard to age, disability, gender reassignment, marriage or civil partnership status, pregnancy and maternity, race, religion or belief, sex or sexual orientation, or any other legally protected status.

Adjustments

We don’t want anyone to be disadvantaged in our recruitment processes, so if you have a disability or health condition which may mean that you’d benefit from some adjustments or additional support, please let us know as early in the process as possible.

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