All Employee Share Plans Manager

As the All Employee Share Plans Manager, you will act as a key contributor to the delivery and ongoing management of Barclays’ All Employee Share Plans, including Sharesave, Sharepurchase, and the Irish Profit-Sharing Scheme. You will provide operational support throughout the lifecycle of these plans, from annual grants and maturities to promotional campaigns and regular activities. You will liaise closely with external share plan administrators and internal stakeholders such as Group Legal, Finance, Tax, Payroll, and regional HR and Reward teams to ensure smooth execution and compliance. Additionally, you will handle employee queries related to the structure and operation of the plans, ensuring a high standard of service and clarity.

You will also support the team in delivering financial reporting and disclosure obligations, including reporting for share-based compensation and the completion of UK and Irish tax returns. Your role will extend to assisting with key projects, such as special share or cash plan initiatives linked to corporate activity (e.g., acquisitions). You will provide analytical input and contribute to the accuracy and timeliness of disclosures, helping the team meet regulatory and governance standards. This position offers a unique opportunity to work at the intersection of HR, Finance, and Legal functions, contributing to a globally impactful reward strategy.

To be successful as an All Employee Share Plans Manager, you should have experience with:

• Experience in Reward or Share Plans

• Analytical skills, ideally with a financial/tax background

• Proficiency in Excel, PowerPoint, and Word

Some other highly valued skills may include:

• Experience in HR systems (e.g. Workday)

• Background in international mobility or global reward topics

• Familiarity with AI tools and systems to enhance productivity

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

Your role will be located from our London office.

Purpose of the role

To develop and implement executive compensation programmes and provide advice related to financial/ tax/ regulatory treatment of such programmes, in alignment with regulatory standards.

Accountabilities

• Responsible for the development, implementation and delivery of executive compensation policies/programmes, aligned with the organisation’s strategy and applicable regulations, market trends, and shareholder and proxy agency guidance. Supporting executive compensation engagement with stakeholders including shareholders and other investors, regulators and the media.
• Providing support to the senior population (principally Group ExCo) on reward and performance matters including performance management and objective setting, management and communication of compensation outcomes, responding to individual reward queries, tax information, financial advisor and broker liaison.
• Providing advice and guidance on reward programmes including base salary, bonus, long-term incentives, equity compensation, setting of vesting periods and details of malus and clawback terms as appropriate. Engagement on, communication of and operational delivery of deferred compensation plans and all employee share plans for the firm globally. Ensuring regulatory conformance and managing associated reward processes.
• Managing external disclosures related to reward including Annual Report reward disclosures, fair pay reporting, Pillar 3 remuneration disclosures, pay gaps disclosures and other applicable disclosures. Supporting on planning and preparation for any new disclosure obligations for the firm.
• Delivery of the annual reward cycle in collaboration with the Compensation Team, Finance, Risk, Compliance and other key teams, including working with finance to manage activity linked to reward accruals, budgets and reporting; governance around material risk takers and other similar populations; annual and ad hoc regulatory reporting on reward.
• Supporting Group and subsidiary remuneration committees, including on incentive funding, market insights, regulatory obligations and other reward-related matters.

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.