Job Description

Purpose of the role

Uses data and analytics to diagnose, develop and support the implementation of strategies to improve the overall effectiveness of the organisation, collaborating with HR (particularly HRBPs), business leaders and colleagues across all levels to identify and address areas for improvement. All aspects of organisational health are considered, covering organisation design, governance and ways of working, talent (skills and DEI), leadership and culture.

Accountabilities

• DIAGNOSE: Clarification of the organisation's mission, vision, and strategy and the subsequent identification of organisational health opportunities in alignment with these. Analysing and prioritising areas for improvement accordingly.
• DESIGN: Development and design of organisation change initiatives, dependent on which aspect(s) of organisational health has been prioritised for improvement. .
• DELIVER: Support HR and business leads with the implementation of prioritised change initiatives, through continual guidance, consultancy and advice.
• TRACK & MONITOR: Enable the business and HR to track KPIs and overall effectiveness of identified initiatives through the provision of accurate data and analytics, enabled by self-serve tooling.
• Creation of a culture of continuous improvement, partnering with HRBPs to encourage business leaders and colleagues to constantly look for ways to improve organisational health in their respective business areas. .
• Training and development facilitation to HRBPs, leaders and colleagues on specific topics such as organisation design and strategic workforce planning.

Vice President Expectations

• To contribute or set strategy, drive requirements and make recommendations for change. Plan resources, budgets, and policies; manage and maintain policies/ processes; deliver continuous improvements and escalate breaches of policies/procedures..
• If managing a team, they define jobs and responsibilities, planning for the department’s future needs and operations, counselling employees on performance and contributing to employee pay decisions/changes. They may also lead a number of specialists to influence the operations of a department, in alignment with strategic as well as tactical priorities, while balancing short and long term goals and ensuring that budgets and schedules meet corporate requirements..
• 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 be a subject matter expert within own discipline and will guide technical direction. They will lead collaborative, multi-year assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will train, guide and coach less experienced specialists and provide information affecting long term profits, organisational risks and strategic decisions..
• Advise key stakeholders, including functional leadership teams and senior management on functional and cross functional areas of impact and alignment.
• Manage and mitigate risks through assessment, in support of the control and governance agenda.
• Demonstrate leadership and accountability for managing risk and strengthening controls in relation to the work your team does.
• Demonstrate comprehensive understanding of the organisation functions to contribute to achieving the goals of the business.
• Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategies.
• Create solutions based on sophisticated analytical thought comparing and selecting complex alternatives. In-depth analysis with interpretative thinking will be required to define problems and develop innovative solutions.
• Adopt and include the outcomes of extensive research in problem solving processes.
• Seek out, build and maintain trusting relationships and partnerships with internal and external stakeholders in order to accomplish key business objectives, using influencing and negotiating skills 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.

Join us as a Communications and Adoption Lead - within Technology- You’ll lead how we communicate and drive adoption of complex products and services across Group Technology, turning technical detail into clear, actionable messages colleagues can use.

You’ll design scalable, repeatable communication approaches that go beyond informing to embed lasting behaviour change across multiple products. Working at the centre of high-demand, fast-moving initiatives, you’ll shape how technology lands, is understood, and is adopted across the organisation.

To be successful as a Communications and Adoption Lead you should have experience with;

Building scalable communications and adoption models

• Creates and embeds repeatable approaches that turn communications into sustained adoption, enabling consistent delivery across multiple programmes without increasing delivery effort

Translating complex products into clear, actionable communications

• Understands complex products, services or technical changes and translates them into simple, relevant messages colleagues can act on

Senior stakeholder influence and alignment

• Shapes decisions and aligns senior leaders across competing priorities into a clear and coherent direction

Some other highly valued skills may include;

Data-led communications

• Uses insight and performance data to refine campaigns and improve impact

Behavioural and change expertise

• Embeds new tools, processes and behaviours into business-as-usual

Leadership and team development

• Builds capability in others and creates high-performing, psychologically safe teams

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

Location is Knutsford