In this role, you will support the Performance and Recognition Team in delivering the global performance and recognition framework, helping to create the conditions for a high-performance, values-led culture. You will work closely with stakeholders across HR, Reward, and the business to support the design, execution, and continuous improvement of performance and recognition initiatives. Acting as a key operational lead, you will manage cyclical performance processes (including goal setting, mid-year and year-end activities) and recognition programmes, ensuring delivery is accurate, timely, and aligned to governance and control standards, while enhancing the overall colleague experience.
You will be responsible for tracking and analysing performance and recognition data, generating insights to inform decision-making and drive continuous improvement. You will collaborate with global support teams to operationalise processes effectively, maintain and improve guidance materials, and contribute to technology enhancements that streamline user experience. Through stakeholder engagement, attention to detail, and a proactive approach, you will help embed behavioural and cultural change, support capability building, and ensure performance and recognition practices deliver meaningful business impact.
To be successful as a Performance and Recognition Specialist, you should have experience with:
- Experience in operational delivery, including supporting cyclical performance processes with accuracy, consistency, and appropriate controls
- Excel and data analysis skills, with the ability to interpret information and present clear, meaningful insights to stakeholders
- Effective stakeholder engagement and communication skills, with the ability to build collaborative relationships across HR and business teams
- Good understanding of Performance Management and/or Recognition frameworks, including processes, methodologies, and emerging practices
- Organisation and attention to detail, with the ability to manage multiple priorities and deliver high-quality outcomes in a fast-paced environment
Other desired skills include:
- HR background and/or professional qualification (e.g. CIPD)
- Experience within a financial services or similarly complex environment
- Exposure to working with senior stakeholders, supporting insight and decision-making
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. .
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.
