HR Business Partner

In this role HR Business Partner, you will work closely with senior leaders, employee groups, and key stakeholders to implement our people strategy and support your client groups in achieving their business goals. You will work within the COO and Functions HR team with alignment to a global client group within the Group Controls and Technology functions, where you will play a pivotal role in shaping the future of HR by connecting strategic priorities with practical execution. This is a fantastic opportunity for someone with the right mindset and potential to grow into a senior HR Business Partner and trusted advisor.

You will bring a strong foundation in HR, ideally previous experience as a Business Partner, and a passion for learning, development, and strategic impact. You’ll be expected to build strong relationships, influence leadership, and confidently represent HR in management forums. You’ll support change initiatives, contribute to talent and workforce planning, and help shape a culture of inclusion and high performance. If you’re commercially aware, eager to learn, and ready to step into a visible, high-impact role, we want to hear from you.

To be successful as a HR Business Partner you should have experience with:

• Solid practical experience across core HR areas such as employee relations, performance, and talent management, ideally within a complex or regulated environment.

• Ability to align HR initiatives with business goals and understand market and organisational dynamics.

• Confident engaging with senior leaders, building trust, and influencing decisions at all levels.

• Eagerness to learn, adapt, and grow into a senior HRBP role with a focus on continuous development.

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: Glasgow

Purpose of the role

To partner with senior HR business leaders to develop and implement a people strategy that enables business goals. 

Accountabilities

• Design and delivery of the people strategy for their aligned portfolio of businesses, using insights to diagnose people related trends and opportunities to drive business performance.
• Cross functional collaboration to ensure delivery of the people strategy and associated HR products into the business.
• Provision of advice and counsel to the most senior business leaders on an ad-hoc basis as it relates to specific people related issues and opportunities to drive improved performance, whether in relation to activity driven at the Group level which falls outside of the People Strategy, or opportunities identified within business (e.g. cultural trends, senior ER related issue, talent skill gaps/hiring needs etc.). Use of organisation effectiveness principles, partner with senior business leaders to ensure structures are organised in a way to deliver efficiency aligned to strategic objectives.
• Participation in HR product design, using commercial acumen, deep business knowledge and external insights and represent HR service and products back into the business, using relationships and business knowledge to ensure products and processes drive the desired outcome at the local business level.

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.