Organisation Effectiveness Analyst - 12 Months Full Time Contract

As an Organisation Effectiveness Analyst - 12 Months Full Time Contract at Barclays, you will play a key role in supporting colleagues and senior stakeholders in assessing organisational health. Your will transform data into actionable insights that inform strategic decisions. You will support the delivery of cross-functional initiatives, helping to embed Organisational Design principles into the organisation’s operations through data-driven storytelling and structured analysis.

You will work across a broad range of strategic HR initiatives, including organisational design, workforce planning, talent and culture analysis, gaining exposure to different products and behavioural frameworks. A key part of your role will involve supporting the MINERVA project, which is driving organisational restructuring and skills development. You’ll use tools such as OrgView to analyse organisational structures and support data-led decision-making. You’ll collaborate with senior stakeholders, HR SMEs, and cross-functional teams, acting as a bridge between data and strategy.

To be successful as an Organisation Effectiveness Analyst - 12 Months Full Time Contract, you should have experience with:

• HR Analytics, Translating business objectives into clear measures for culture, talent, and leadership effectiveness.

• Using external talent market data to inform recruitment and development strategies.

• Managing multiple projects while ensuring alignment with wider organisational goals.

• Presenting complex data clearly using visualisation tools.

• Communicating data-driven insights effectively to stakeholders in line with business strategy.

• Converting complex data into simple, strategic narratives.

Some other highly valued skills may include:

• Familiarity with OrgView system is highly desired. 

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

Uses data and analytics to diagnose, develop and support the implementation of strategies to improve the overall effectiveness of the organisation, collaborating with HR (particularly HRBPs), business leaders and colleagues across all levels to identify and address areas for improvement.  All aspects of organisational health are considered, covering organisation design, governance and ways of working, talent (skills and DEI), leadership and culture.  

Accountabilities

• DIAGNOSE: Clarification of the organisation's mission, vision, and strategy and the subsequent identification of organisational health opportunities in alignment with these. Analysing and prioritising areas for improvement accordingly.
• DESIGN: Development and design of organisation change initiatives, dependent on which aspect(s) of organisational health has been prioritised for improvement.   .
• DELIVER: Support HR and business leads with the implementation of prioritised change initiatives, through continual guidance, consultancy and advice.
• TRACK & MONITOR: Enable the business and HR to track KPIs and overall effectiveness of identified initiatives through the provision of accurate data and analytics, enabled by self-serve tooling.
• Creation of a culture of continuous improvement, partnering with HRBPs to encourage business leaders and colleagues to constantly look for ways to improve organisational health in their respective business areas.   .
• Training and development facilitation to HRBPs, leaders and colleagues on specific topics such as organisation design and strategic workforce planning.

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.