Join us as a Workforce Change & Restructuring Specialist at Barclays, where you'll support global change and restructuring portfolios across all employing entities; supporting the shaping of the workforce to meet long-term objectives and achieve optimum business performance, optimize costs and comply with legal and regulatory obligations.
To be a successful Workforce Change & Restructuring Specialist, you should have experience with:
- Stakeholder Management - Building effective and engaging relationships with key global stakeholders, including those in other areas of HR
- Problem solving - A mature pragmatic approach to problem solving is needed using all inputs available
- HR policy - HR experience, particularly in interpreting and implementing HR Policy
- Data Skills - Experience of working with and analyzing complex data sets
Some Other Highly Valued Skills May Include
- Ability to think commercially whilst managing and mitigating Risk
- Self-starter with the commitment to driving through change within the HR function
- Strong verbal and written communication skills
Desirable Skills/Preferred Qualifications
- Experience working in global and complex organizations, preferably in financial services
- Experience of working with UK based HR teams
- Employee Relations experience (either within an ER team or a HR generalist/HRBP role), preferably in managing change in either India, UK or US jurisdictions
- Keen interest in Workforce Change and desire to learn
Location : Pune
Purpose of the role
To own the end-to-end accountability and delivery of the HR workstream for allocated Workforce Change and Restructuring projects, including restructuring/reorganisation, redundancies, Legal Employing Entity (TUPE) transfers, senior exits/settlement agreements, outsourcing, insourcing, site closures, mergers, and acquisitions.
Accountabilities
- End-to-end HR workstream ownership and delivery, collaborating across HR Transaction Cycles as required, ensuring project plan, status reports/reporting/stakeholder engagement and all Workforce Change and Restructuring governance and control requirements adhered to.
- People impact assessment ownership for all proposed changes and colleagues in scope, in conjunction with applicable legal requirements, union/works council agreements, policies and practices.
- Development of consultation strategies for the purpose of consultation, production of consultation materials and facilitation of consultation meetings with unions/works councils and other employee representative bodies, in conjunction with the business.
- Development of a structured and robust communication plan to support the change project, working in partnership with Public Policy and Corporate Relations. Development of all individual consultation materials and ensure the business are fully prepared and briefed on end to end process to enable colleague conversations.
- Early engagement with HR Operations and Career Transition Services to agree timelines/budget requirements, approaches and any specific mechanisms/templates to be used for the purpose of supporting the required changes.
- Adherence to the Workforce Change and Restructuring Standard and Controls throughout project life cycle including the timely escalation of any emerging risks or issues to Workforce Change and Restructuring Leadership and/or business/HR stakeholders.
Analyst Expectations
- To perform prescribed activities in a timely manner and to a high standard consistently driving continuous improvement.
- Requires in-depth technical knowledge and experience in their assigned area of expertise
- Thorough understanding of the underlying principles and concepts within the area of expertise
- They lead and supervise a team, guiding and supporting professional development, allocating work requirements and coordinating team resources.
- 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 develop technical expertise in work area, acting as an advisor where appropriate.
- Will have an impact on the work of related teams within the area.
- Partner with other functions and business areas.
- Takes responsibility for end results of a team's operational processing and activities.
- Escalate breaches of policies / procedure appropriately.
- Take responsibility for embedding new policies/ procedures adopted due to risk mitigation.
- Advise and influence decision making within own area of expertise.
- Take ownership for managing risk and strengthening controls in relation to the work you own or contribute to. Deliver your work and areas of responsibility in line with relevant rules, regulation and codes of conduct.
- Maintain and continually build an understanding of how own sub-function integrates with function, alongside knowledge of the organisations products, services and processes within the function.
- Demonstrate understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
- Make evaluative judgements based on the analysis of factual information, paying attention to detail.
- Resolve problems by identifying and selecting solutions through the application of acquired technical experience and will be guided by precedents.
- Guide and persuade team members and communicate complex / sensitive information.
- Act as contact point for stakeholders outside of the immediate function, while building a network of contacts outside team and external to the organisation.
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.
