As a People Analytics Organisational Effectiveness Manager at Barclays, you will play a pivotal role in helping the Leaders assess organisational health, specifically through the lenses of improving the effectiveness of organisational culture, behaviour, leadership, skills and capability. Your work will enable senior leader decisions that improve embedding a culture of Consistently Excellent (CE) performance across the organisation, by translating complex data insights into strategic initiatives that drive cultural change, coordinating cross-functional initiatives and managing projects to ensure the Organisational Effectiveness team actively embeds CE principles into Barclays’ operations. 

You will leverage a holistic approach, in conjunction with the broader Organisational Effectiveness priorities including supporting effective organisational design and strategic workforce planning, working collaboratively with SME’s across Human resources and our wider Colleague Experience and Automation teams. Acting as a bridge between HR, data analytics, and Organisational Effectiveness, you will leverage your expertise to foster connections between various teams and data sources. Your role will involve more than just translating data analysis; you will make data tell a compelling story that enables data-led decisions and drives transformation. You will be at the forefront of a cultural shift, using your insights to influence decisions and strategies that enhance organisational effectiveness, ensuring Barclays continues to evolve as a world-class organisation. In essence, you will be a change agent, a storyteller, and a strategist, supporting the organisation in understanding the current state and shaping a future where CE behaviours are lived and breathed across Barclays, setting new benchmarks for excellence in the industry.

To be successful as an Organisational Effectiveness Manager, you should have experience with

HR Analytics: Business Qualification in Human Resources, Business, Psychology, or Data Analytics, with experience in HR analytics, consulting, or a related field.Project Management: Strong skills in managing multiple projects, ensuring alignment with broader strategic goals.Data Visualization: Proficiency in presenting complex data clearly using standard tools.Strategic Communication: communication skills to engage stakeholders and drive data led recommendations in the context of business strategy and objectives.Insight Translation: Ability to convert complex data insights into clear, strategic narratives.

You may be assessed on 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

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.