Performance Partner

Job Description

Overview

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

Design, implement and adopt the performance management and recognition approach, embedding it into ways of working to support strategic priorities and shape organisational culture.

Provide guidance, supporting materials and learning interventions for colleagues and people leaders on the performance management and recognition approach and their responsibilities.

Develop organisational and leadership capability to help leaders understand and enact core performance processes fairly and effectively.

Design and implement appropriate systems and processes to deliver the performance management and recognition approach, monitoring and continuously evolving it to ensure fair, consistent, transparent delivery across the organisation and a positive colleague experience.

Manage external vendors and/or provide strategic oversight of internal operational teams to support the administration and delivery of performance and recognition processes.

Expectations

Contribute or set strategy, drive requirements and make recommendations for change; plan resources, budgets and policies; manage and maintain policies and processes; deliver continuous improvements and enforce policy breaches.

If managing a team, define jobs and responsibilities, plan for departmental future needs, counsel employees on performance and contribute to employee pay decisions and changes.

Lead specialists to influence departmental operations, balance short and long term goals and ensure budgets and schedules meet corporate requirements.

For individuals who are not in a leadership role, act as a subject matter expert within their discipline, guide technical direction, lead collaborative multi year assignments, train and coach less experienced specialists, and provide information impacting 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 to support the control and governance agenda.

Demonstrate leadership and accountability for managing risk and strengthening controls relative to the work the team does.

Collaborate with other areas to stay up to speed with business activity and strategies; create solutions based on sophisticated analytical thought, defining problems and developing innovative solutions; adopt outcomes of extensive research in problem solving processes.

Build and maintain trusting relationships and partnerships with internal and external stakeholders, using influencing and negotiating skills to achieve outcomes.

All colleagues demonstrate Barclays Values and Barclays Mindset.

Leadership Behaviours (LEAD)

• Listen and be authentic (L)
• Energise and inspire (E)
• Align across the enterprise (A)
• Develop others (D)

Role Summary

Act as the Performance Partner (VP), a subject matter expert on performance management. Lead the development, governance and delivery of the global performance framework. Work closely with senior stakeholders across HR, Reward and the business to embed a high performance, feedback driven culture aligned to organisational values.

Shape performance strategy, design frameworks and policies, and ensure robust governance, controls and effective execution of cyclical performance processes, translating strategy into practical, scalable solutions that enhance the colleague experience.

Lead and support the implementation of performance initiatives, driving alignment across HR and enabling successful delivery through change management, communication and stakeholder engagement. Provide guidance on policy application, ensure accuracy and compliance, and use data and insights to monitor outcomes, identify improvements and inform decision making.

Collaborate across teams to embed behavioural change, enhance capability, and ensure performance practices support overall organisational effectiveness.

Qualifications and Experience

• Performance Management expertise with proven experience designing, delivering and governing global performance frameworks.
• Experience delivering cyclical performance processes with accuracy, control and 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.
• Knowledge of risk and controls, change and transformation, business acumen, strategic thinking and digital and technology.

Key Critical Skills

• Risk and controls management
• Change and transformation
• Business acumen and strategic thinking
• Digital and technology

Location

Glasgow Office

Company Culture Note

The employees are self disciplined, hard working, curious, trustworthy, humble and truthful. They make choices according to what is best for the team, live for opportunities to collaborate and make a difference, and help make the company the top workplace.