Payments Industry Sector Resilience Lead

Person Specification

Conduct, compliance and professionalism: The ability to align with the Barclays Way - the Code of Conduct for the firm - meeting the expected values and behaviours governing all aspects of colleagues' working relationships with all stakeholders. Change leadership: The ability to inspire, coach and empower others to deliver on a shared vision and outcomes for transformational change: leading by example and building strong relationships. Business case management: The ability to identify, define, consolidate and document for approval the fundamental components of a change initiative (outcomes, benefits, risks, assumptions, dependencies, workforce and financials) as part of a commercially viable Business Case. This is used to validate the funding allocation for an initiative, setting a baseline, managed under appropriate change control, against which ongoing execution success is measured. This includes identifying and taking corrective action to manage within known constraints (time / resource / regulation). Resource management: This is the ability to develop, implement and update demand plans for initiative resources (i.e. the workforce, products and services required to deliver the agreed outcomes).  Financial management: The ability to input into the relevant financial planning processes, agreeing budgets for change initiatives before developing a granular view of costs versus agreed outcomes and timings. This includes being cost / value aware, tracking costs versus budget, reforecasting when necessary, explaining variances and identifying risks.  Risk and issue management: The ability to identify and monitor risks and issues, to plan and implement appropriate responses for mitigation or resolution, including escalations. At initiative level, this includes monitoring assumptions and dependencies. Outcomes and benefits management: The ability to identify, define, evaluate, plan, track and realise the outcomes and benefits of change initiatives. This includes determining a realistic assessment of what is achievable by when along with the links and dependencies; defining the key metrics / measures associated with benefits and outcomes; linking organizational value back to initiative outputs; defining how benefits will continue to be achieved in BAU beyond initiative closure. Business Readiness Planning: The ability to describe the steps needed to ensure any change delivered by an initiative is implemented successfully and effectively by the impacted business or service area. This includes defining a Business Readiness Plan, ensuring that any steps that need to be considered are identified and actioned appropriately. Effective business readiness planning is dependent on identifying and managing stakeholders to fully understand the impacts of the change to their business/service. Governance and reporting: The ability to establish and operate a governance model that defines clear roles, responsibilities and accountabilities for oversight of the execution of change initiatives. This includes honest/ transparent assessment of initiative status; the ability to escalate appropriately to resolve any risks or issues; the preparation of relevant reporting and initiative documentation for stakeholder review such as status reports, outcome roadmaps and programme interdependencies. Reviews and assurance: The ability to effectively monitor and continuously improve both the processes and the outcomes of change initiatives. This will typically incorporate 'lessons learnt' reviews at appropriate points, assessing the quality of outcomes and the processes followed to achieve them.  

Essential Skills/Basic Qualifications:

• A proven track record of successfully delivering Payments initiatives
• Candidate will be able to demonstrate prior exposure to Payments FMIs, including relationships that have driven industry improvements
• Candidate will play an important role in providing constructive challenge to Barclays and external stakeholders, to make the right decisions, but also to help pre-empt any issues and course correct where required.
• Stakeholder and communications management: The ability to effectively communicate with, influence and manage stakeholders at all levels, taking account of their levels of influence and interest. This includes identifying, addressing and resolving differences between individuals and/or interest groups, using suitable channels for achieving clear outcomes, consensus and conflict resolution.
• Team Participation and development: The ability to be an effective part of a team, setting the standards for performance and participating in a culture of development.

Desirable skills/Preferred Qualifications:

• Practical experience of a change management methodology
• Attention to detail and quality assurance performance

Purpose of the role

To manage change projects that help the organisation achieve its strategic objectives, while ensuring that projects are delivered on time, within budget, in control and in compliance with regulatory requirements and internal policies and procedures. 

Accountabilities

• Management of change projects within the organisation, ensuring that they are delivered on time, within scope, budget, and to the required quality standards.
• Development and management of project plans that outline the scope, objectives, timelines, and resource requirements for change projects.
• Communication with stakeholders, including senior management, project teams, and external partners, to ensure that they are informed about project progress and that their needs and expectations are being met.
• Management of project teams, ensuring that they are properly resourced and that they have the necessary skills and expertise to deliver on project objectives.
• Management of project budgets, ensuring that projects are delivered within the agreed budget.
• Creation of reports on project progress to ensure that proposed solutions are delivered on time and within budget.
• Management of project risks, ensuring that risk, assumptions, issues and dependencies are identified, assessed, and mitigated as necessary.
• Facilitation of change management activities, including training and communication, to ensure that change projects are successfully implemented and embedded in the organisation.

Director Expectations

• To manage a business function, providing significant input to function wide strategic initiatives. Contribute to and influence policy and procedures for the function and plan, manage and consult on multiple complex and critical strategic projects, which may be business wide..
• They manage the direction of a large team or sub-function, leading other people managers and embedding a performance culture aligned to the values of the business. Or for an individual contributor, they lead organisation wide projects and act as deep technical expert and thought leader, identifying new ways of working and collaborating cross functionally. They will train, guide and coach less experienced specialists and provide information affecting long term profits, organisational risks and strategic decisions..
• Provide expert advice to senior functional management and committees to influence decisions made outside of own function, offering significant input to function wide strategic initiatives.
• Manage, coordinate and enable resourcing, budgeting and policy creation for a significant sub-function.
• Escalates breaches of policies / procedure appropriately.
• Foster and guide compliance, ensure regulations are observed that relevant processes in place to facilitate adherence.
• Focus on the external environment, regulators, or advocacy groups to both monitor and influence on behalf of Barclays, when appropriate.
• Demonstrate extensive knowledge of how the function integrates with the business division / Group to achieve the overall business objectives.
• Maintain broad and comprehensive knowledge of industry theories and practices within own discipline alongside up-to-date relevant sector / functional knowledge, and insight into external market developments / initiatives.
• Use interpretative thinking and advanced analytical skills to solve problems and design solutions in often complex/ sensitive situations.
• Exercise management authority to make significant decisions and certain strategic decisions or recommendations within own area.
• Negotiate with and influence stakeholders at a senior level both internally and externally.
• Act as principal contact point for key clients and counterparts in other functions/ businesses divisions.
• Mandated as a spokesperson for the function and business division.

All Senior 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.

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.