Management in Resolution Specialist - Full Time Contract Ending in March 2027

Join us as a Lead of HR Management in Resolution (MiR) within the Talent Management & Executive Development team. You will be responsible for leading activity related to management in resolution requirements. This includes managing the full remit of MiR activity and delivery against the assurance plan, supporting the communication of the requirements and timelines to key stakeholders and looking for ways to continuously improve upon existing capabilities. Key regular updates include to the Management Execution Group, MiR AE and HR ExCo, and regional equivalents.

You will design & execute the assurance plan to fulfil MiR and other regulator requirements and liaise with relevant stakeholders inside & outside of HR that would be involved in resolution to execute assurance exercises. You will work with the Group Recovery and Resolution Planning team to execute any regulatory requests from the regulatory authorities. You will refresh the MiR traceability matrix & MiR Playbook annually, ensuring a wide range of relevant stakeholders are involved in input. Additional key accountabilities for this role include the facilitation and management of the key role refresh and working with the MiR AE to review & attest to any documents to ensure that all key job roles across all 10 resolvability workstreams are updated bi-annually. Ensure that succession plans for all key job roles are updated as part of the BAU succession plan refresh. You will also explore opportunities to enhance and automate our MiR data and processes in conjunction with HR Tech.

To be successful in this role the ideal candidate must have:

• An understanding of governance, compliance and controls.

• Attention to detail.

• The appetite to work independently with an indirect team.

• Proven stakeholder management at senior level.

• Experience with managing and analysing data.

• Previous Risk or Compliance Experience is highly desirable.

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

London

To design and implement programmes and initiatives that support the growth and development of the bank’s employees and leaders. 

Accountabilities

• Development and implementation of training and development programmes and initiatives, including creation and execution of training sessions, workshops, and other learning opportunities.

• Collaboration with HR and hiring managers to analyse the current and future development needs of the organisation.

• Design and delivery of classroom and digital based training content, programmes and associated User Experience.

• Management of onboarding programmes including training, onboarding materials, introduction meetings and providing support throughout the onboarding process.

• Analysis of data and metrics to measure success of talent development programmes and initiatives.

• Development and implementation of coaching and mentoring programmes, train the trainer programmes for facilitators and relevant educational materials.

• Develop and implement talent pipelining processes, identifying, managing, progressing and promoting talent capability across the bank with succession management and career progression’.

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.