Assistant Vice President Expectations
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To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness. Collaborate closely with other functions/ business divisions.
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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
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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.
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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.
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Consult on complex issues; providing advice to People Leaders to support the resolution of escalated issues.
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Identify ways to mitigate risk and developing new policies/procedures in support of the control and governance agenda.
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Take ownership for managing risk and strengthening controls in relation to the work done.
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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.
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Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategy.
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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.
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Communicate complex information. ‘Complex’ information could include sensitive information or information that is difficult to communicate because of its content or its audience.
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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 HR Operations & Payroll Advisor will play a key role in supporting the separation of BPL as it transitions to operating independently. Working as part of the HR team, the role will provide hands-on HR operational support to managers and colleagues throughout the separation, with a particular focus on HR administration, employee queries, HRIS transition, payroll and Day 1 readiness.
The HR Operations & Payroll Advisor will be a key first point of contact for HR queries, providing timely and practical support while triaging more complex or specialist matters to the relevant HR Centres of Excellence (COEs).
This is an opportunity to join a business undergoing significant transformation and to play a key role in standing up new HR infrastructure and processes, including the transition from Workday to the new HRIS and supporting payroll through the separation and dual-run period.