Employee Relations Manager (Change and Redundancy) (12 Month Fixed Term Contract)

Job description
As an Employee Relations Manager, you will support the Workforce Change and Restructuring delivery model at Barclays and will be allocated projects across the entities. You will be required to drive and support allocated change programmes. You will support and drive the HR workstream for change programmes such as restructuring, LEE transfers, outsourcing, in sourcing, new site set up, pan entity and across our global locations leveraging in country HRBP, ER and other specialist HR functions as required.

Essential Skills/Basic Qualifications:
• ER background and/or Investment Banking background.
• Experience in Workforce Change Management.
• Experience of leading large scale/multiple change programmes.
• Experience of delivering change programmes outside the UK.
• Experience of leading Union/works council consultations.
• A good understanding of current employment legislation.
• Project management, change management and stakeholder management skills.
• Experience of working in a highly matrixed organisation.
• Solid appreciation of the importance of recognising cultural and geographic sensitivities.
• Excellent analytical and data skills, including intermediate use of Excel.

Desirable skills/Preferred Qualifications:
• Using effective communication skills to ensure customers understand our message and the actions / recommendations that should be followed to resolve an issue.
• Ability to influence stakeholders.
• Logical decision-making, effective listening, clarity of thought and utmost professionalism.
• Full understanding of Barclays HR Service processes.
• A good understanding of reward structures and approaches.
• Self-starter with the commitment to driving through change within the HR function.
• Effective communicator, through both verbal and written communication.

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 based in London.

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.

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.