Human Resources Business Partner at Barclays Bank

Job Title:  Human Resources Business Partner-AVP – 00182382

Barclays is a British multinational banking and financial services company headquartered in London. It is a universal bank with operations in retail, wholesale and investment banking, as well as wealth management, mortgage lending and credit cards. It has operations in over 50 countries and territories and has around 48 million customers. Barclays moves, lends, invests and protects money for customers and clients worldwide.  With over 300 years of history and expertise in banking, we operate in over 50 countries and employ over 140,000 people. We provide corporate banking solutions to businesses with an annual turnover of more than £5 million in the UK, and to large local companies, financial institutions and multinationals in non-UK markets. We support the success and growth of our clients by providing lending, risk management, cash and liquidity management, trade finance, and asset and sales financing.

Job Summary: The Human Resources Business Partner will serve as the focal contact point for the business area for all HR related queries. The incumbent is also responsible for the interpretation of local HR policies and maintain HR standards and best practice within business units.

Key Duties and Responsibilities: 

  1. HR Planning, Forecasting & Execution:
  2. Strategy and Business Planning:
  3. HR Consultancy 40%:
  4. Recruitment 30%
  5. Administrative Support to Human Resources Department-  20%
  • Acquire knowledge of external HR best practice, understands and challenges HR policy, direction and practice in a timely way to ensure Barclays achieves ‘Employer of Choice’ recognition
  • Organizational diagnosis, design & development, to facilitate high individual and organizational performance
  • Employee Relations D&G accredited and experienced in design of ER plans such that employees are engaged in the sharing of business information and consulted in business change as appropriate.
  • Stays updated on the changes in employment legislation and ensure practical application in the work place.
  • Represents the business in employment tribunals or critical stage 3 Disciplinary& Governance.
  • Comprehensive knowledge and understanding of the HR strategy
  • Driving High Performance Agenda throughout the organization and ensuring each component part becomes BAU including differentiation of reward, consequence management
  • Grow the talent agenda to safeguard the leadership pipeline, attract and retain the most talented employees.
  • Serve as the point of contact for the Line Managers in relation to HR support needed to meet business objectives
  • Deal and respond to verbal (i.e. telephone or face to face) and written queries from staff on HR issues
  • Interpreting and advising on local HR policies on staff related matters, referring complex issues to senior HR official
  • Actively communicate HR policy changes and updates to other team members
  • Acts as HR quality controller and maintain HR standards and best practice within business units
  • Assess manpower needs for business units in liaison with HRBP and line managers
  • Co-ordinate recruitment needs of business units
  • Actively facilitate internal or external advertisement of vacancies within business unit
  • Receive, sort and vet internal / external job applications
  • Carry out and evaluate recruitment interviews and invigilate assessment with the respective business
  • Undertake all administrative requirements covering recruitment e.g. opening files, arranging medicals, issuing offers and regret/decline letters/ draw up employment contracts
  • Assess candidates’ suitability for specific roles
  • Explain/answer questions to potential recruits relating to benefits, bank policies, general conditions of employment
  • Ensure that new recruit information is input in the HR Information System


  • Calculate any salary adjustment in line with staff manual, for checking by a second official and check workings of other HR Assistants
  • Receive amendments from business lines on salary adjustments

Contracts: Check and originate new and amended contracts for all staff types


  • Complete all necessary paperwork, liaising with branches and other Staff Control Points as necessary.
  • Receive returns on transfers and ensure that the HR Information System is updated

Performance Management

  • Collation of end of year assessments for all staff.
  • Work closely with staff and senior management to obtain ratings
  • Receive performance plans and complete necessary paperwork and pass to HR Assistant for input
  • Maintaining HR records throughout the year ensuring that fresh performance plans are signed off when staff are transferred or promoted
  • Act as Performance Management champion by interpreting policies to business lines
  1. Influence, coach and facilitate 20%
  2.  Delivery Management 20%
  • Support and coach senior executive leadership in implementing the HR dimensions of the business strategy defined.  Drive agreed priorities and HR initiatives to implementation, ensuring that the business effectively executes the initiatives to create real business value for time, effort and associated cost.
  • Support coaching and facilitation within the BEE & EE framework.

 ‘Delivering the basics’ – Work in partnership with HRSP to deliver integrated people solutions. Monitor delivery of HRSP around the basic requirements of the business area for HR Shared Services and Resourcing & Learning. Understand and provide feedback to HRSP and HR Leaders around compliance with Service level Agreements, monitor these on behalf of the business and bring to attention any areas of concern that could affect the performance of the business.

Contracting with Suppliers – discuss with HR Leaders potential requirements for specialist services, e.g. within ER & Reward HRSP and Senior & Specialist Resourcing. Agree actions with Business. HR Leaders and Human Resources Specialist Practice for specifically agreed activities.

  1. Employee Relations:
  2. Commercial Management-5%
  • Implement and provide feedback around the employee relations environment for the business. Manage day to day ER issues and union stakeholder management.
  • Develop action plans associated with performance improvement and Employee Opinion Survey.
  • Work in liaison with Key Stakeholders to develop a culture within the Functional Business Unit that underpins Employer of Choice brand.
  • Ensure protection of the partnership agreement and facilitate joint trade union and management communication as appropriate to support change programmes.

Financial impact – Challenge Leadership at Senior Executive level to ensure HR plans drive EP, are focused on value at stake activity and remove value-destroying activity.  P&L awareness and understands the causal factors of costs in the business area supported.

  1. Leadership and Management

HR Planning & Cost Leadership

  • Develop and monitor the HR plan, R&L forecast and calendar for the area, anticipate current and future resource/ activity demands for key suppliers.
  • Monitor costs/ usage and seek to demonstrate the value/ cost equations for all HR interventions undertaken.

Qualifications, Skills and Experience: 

  • The applicant should be CIPD qualified or hold similar post graduate qualification and evidence of continued professional development.
  • Full range of distinctive capabilities and at least 70% of technical capabilities
  • Top Grading experience, Recruitment, Disciplinary & Grievance accredited
  • Full range of distinctive, technical capabilities and experience in high performance organization or world class HR consultancy
  • The ideal candidate should have several years HR experience comprising a minimum of three years generalist experience or HR consultancy experience in at least one HR specialism.  HPO background preferred
  • Skills in Organizational Diagnosis
  • Skills in Influencing, coaching and facilitation
  • Skills in transformational change management
  • Commercial acumen
  • Delivery management
  • Professional Technical capability & skill set
  • Employee Relations skills
  • Skills in Reward Management
  • Performance Development Management skills
  • Skills in Talent Management
  • Employee Communications skills
  • Excellent Organizational Development skills
  • Leadership & People Management skills
  • Skills in Resourcing
  • Skills and knowledge in Diagnosis Training and Development Planning

How to Apply for the job:

If you feel challenged by any of the above positions, and believe you can deliver on key deliverables as outlined above, upload your application letter, current curriculum vitae and photocopies of academic certificate to our recruitment website detail below:

Click Here

Barclays is an equal opportunity employer that recruits, develops and promotes people on merit, and rewards outstanding performance, regardless of background and gender.

For queries contact us on 0417122453 or email:

Deadline:  5th November, 2014

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