In this role, you will act as the Performance Partner (VP), serving as a subject matter expert on performance management and leading the development, governance, and delivery of the global performance framework. You will work closely with senior stakeholders across HR, Reward, and the business to embed a high-performance, feedback-driven culture aligned to organisational values. You will shape performance strategy, design frameworks and policies, and ensure robust governance, controls, and effective execution of cyclical performance processes, while translating strategy into practical, scalable solutions that enhance the colleague experience.
You will lead and support the implementation of performance initiatives, driving alignment across HR and enabling successful delivery through change management, communication, and stakeholder engagement. You will provide guidance on policy application, ensure accuracy and compliance, and use data and insights to monitor outcomes, identify improvements, and inform decision-making. Working collaboratively across teams, you will play a key role in embedding behavioural change, enhancing capability, and ensuring performance practices support overall organisational effectiveness.
To be successful as a Performance Partner, you should have experience with:
- Performance Management expertise, with proven experience designing, delivering, and governing global performance frameworks
- Experience in delivery of cyclical performance processes, ensuring accuracy, control, and execution at scale
- Advanced data analysis capability, using tools to generate insights and influence decision-making
- Senior stakeholder management and influencing skills, with experience operating effectively in complex, matrix organisations.
- Driving cultural and behavioural change, embedding high-performance and feedback-led environments.
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 Glasgow office.
Purpose of the role
To develop and implement a performance and recognition approach that supports the organisation’s strategic objectives and helps business leaders drive and recognise high-performance.
Accountabilities
- Responsible for the design, implementation and adoption of the performance management and recognition approach, ensuring this is embedded into ways of working to support our strategic priorities and help shape our organisational culture.
- Provision of guidance, supporting materials and learning interventions for colleagues and people leaders on the performance management and recognition approach and their responsibilities in these processes, supporting the development of organisational and leadership capability to help leaders understand and enact core performance processes fairly and effectively.
- Design and implementation of appropriate systems and processes to deliver our performance management and recognition approach, with monitoring and continued evolution of these to ensure that they are delivered in a fair, consistent, and transparent manner across the organisation and deliver a positive colleague experience.
- Management of external vendors and/or strategic oversight of internal operational teams to support the administration/delivery of performance and recognition processes. .
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.
