Job Description

Purpose of the role

To support the organisation, achieve its strategic objectives  by ensuring the business is ready to receive the agreed change (address business problems and opportunities), ensuring that change initiatives are successfully assessed and implemented to enable them to be embedded in the organisation.  

Accountabilities

• Identification and analysis of business impact and opportunities that require change within the organisation.
• Development of business readiness strategies that will help to ensure the successful implementation of change initiatives.
• Communication with stakeholders, including senior management, project teams, and external partners, to ensure that they are informed about change initiatives and that their needs and expectations are being met.
• Collaboration with Client Readiness, Operational Readiness & Tech Delivery to ensure business, sales, operations, client servicing and functional partners are prepared for a smooth transition of technology delivery into BAU (including Target Operating Model, Training, Communications, Service Agreements.) .
• Management of resistance to change, ensuring that stakeholders are engaged and that their concerns are addressed.
• Review of business readiness plans and status reports in conjunction with change delivery managers to ensure business readiness activities completed on time including newly identified risks, issues and dependencies.
• Collaboration with project teams to ensure that change initiatives are aligned with project objectives and that change management activities are integrated into project plans.
• Provision of guidance and support to business stakeholders, ensuring that they have the necessary skills and knowledge to implement change initiatives successfully.

Assistant Vice President Expectations

• To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness. Collaborate closely with other functions/ business divisions.
• Lead a team performing complex tasks, using well developed professional knowledge and skills to deliver on work that impacts the whole business function. Set objectives and coach employees in pursuit of those objectives, appraisal of performance relative to objectives and determination of reward outcomes
• If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L – Listen and be authentic, E – Energise and inspire, A – Align across the enterprise, D – Develop others.
• OR for an individual contributor, they will lead collaborative assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will identify new directions for assignments and/ or projects, identifying a combination of cross functional methodologies or practices to meet required outcomes.
• Consult on complex issues; providing advice to People Leaders to support the resolution of escalated issues.
• Identify ways to mitigate risk and developing new policies/procedures in support of the control and governance agenda.
• Take ownership for managing risk and strengthening controls in relation to the work done.
• Perform work that is closely related to that of other areas, which requires understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
• Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategy.
• Engage in complex analysis of data from multiple sources of information, internal and external sources such as procedures and practises (in other areas, teams, companies, etc).to solve problems creatively and effectively.
• Communicate complex information. 'Complex' information could include sensitive information or information that is difficult to communicate because of its content or its audience.
• Influence or convince stakeholders to achieve outcomes.

All colleagues will be expected to demonstrate the Barclays Values of Respect, Integrity, Service, Excellence and Stewardship – our moral compass, helping us do what we believe is right. They will also be expected to demonstrate the Barclays Mindset – to Empower, Challenge and Drive – the operating manual for how we behave.

The Workforce Transformation – Organisation Simplification Project Manager plays a pivotal role in driving a large‑scale, multi‑workstream programme that fundamentally reshapes how the bank is structured and how decisions are made. This is not a traditional project management position; it requires a transformation practitioner who brings structure, discipline, and consulting‑grade delivery to a tightly governed environment. You will lead coordinated planning and execution across organisation simplification workstreams, orchestrating design cycles, diagnostics, approvals, and stakeholder forums. A key part of the role involves translating executive intent into actionable deliverables, supporting detailed organisational design, and managing complex interdependencies. You will ensure robust governance through integrated plans, RAID management, and high‑quality executive materials, while engaging senior leaders across HR, Risk, Legal, Compliance, and business units to drive decisions and resolve issues. Working closely with OrgVue, HR data teams, and Workday specialists, you will also ensure data accuracy, scenario modelling, and seamless downstream impacts as the organisation evolves.

Barclays’ payments acceptance business provides critical infrastructure to the UK economy, processing billions of pounds of payments annually for both small businesses and domestic and international corporate clients.

 In April 2025, we announced a long-term partnership with Brookfield Asset Management to grow and transform the payments acceptance business by broadening the range of services offered, enhancing the experience for both existing and prospective clients. Leveraging extensive client relationships and deep experience of UK payments, we will create an environment of continuous innovation - activated by Brookfield’s global private equity expertise in payments, technology, operational transformation and corporate carve-outs - to ensure the business is strategically positioned for long-term growth.

Barclays will invest approximately £400m in the new business, the majority of which will be incurred during the first three years. Performance-linked incentives will drive greater alignment between the partners, underpinning the long-term commitment to the transformation. Barclays and Brookfield will work to create a standalone entity over time, continuing to use the Barclaycard Payments brand and acting as the sole payments acceptance services provider to Barclays’ clients for a minimum of ten years. 

For more information on our partnership with Brookfield (programme ‘Gaia’), please visit Barclays.com.

To be successful as a HR Transformation Manager - 12 Months Full Time Contract, you should have the following experience:

• Proven management consulting experience specialising in HR, people, or organisational change, demonstrating structured delivery, analytical problem‑solving, and effectiveness in complex, multidisciplinary environments.

• Project or programme management capability, with experience leading medium‑ or large‑scale transformation initiatives and bringing structure, dependency management, and clarity to ambiguous multi‑workstream programmes.

• Expertise in at least one organisational discipline, such as organisational design, organisational effectiveness, or change and communications.

• Exceptional stakeholder management skills, including the ability to engage senior leaders, navigate competing priorities, and facilitate decision‑making within complex governance frameworks.

Some other highly valued skills may include:

• Experience contributing to organisational simplification initiatives such as spans and layers reviews, role rationalisation, governance reduction, or decision‑making simplification.

• Prior delivery of workforce or organisation design programmes within large, complex organisations, with familiarity in operating model analysis and organisational structure assessment.

• Ability to work effectively with HRBPs, COO teams, Org Effectiveness, and external consulting partners, demonstrating good collaboration and influencing skills.

• Proficiency in tools and methodologies related to organisational design, such as spans and layers analysis, role taxonomy design, and modelling platforms like OrgVue or equivalent.

You may be assessed on the key critical skills relevant for success in role, such as risk and controls, change and transformation, business acumen strategic thinking and digital and technology, as well as job-specific technical skills

This role is located from our London office.