ER Change Manager

Join us as an Employee Relation Change Manager at Barclays, where you'll support global change and restructuring portfolios across all employing entities; supporting the shaping of the workforce to meet long-term objectives and achieve optimum business performance, optimize costs and comply with legal and regulatory obligations.

To be a successful EEmployee Relation Change Manager, you should have experience with

Stakeholder Management - Building effective and engaging relationships with key global stakeholders, including those in other areas of HR

Problem solving - A mature pragmatic approach to problem solving is needed using all inputs available

HR Knowledge and Experience - HR experience, particularly in interpreting and implementing HR Policy

Project Management Experience

Data Skills - Experience of working with and analyzing complex data sets

Some other highly valued skills may include:

Ability to think commercially whilst managing and mitigating Risk

Self-starter with the commitment to driving through change within the HR function

Strong verbal and written communication skills

Desirable skills/Preferred Qualifications:

Experience working in global and complex organizations, preferably in financial services

HR Business Partner or Employee Relations experience

Experience of managing change programs either in India, UK and US jurisdictions

Experience of working with UK based HR teams

Keen interest in Workforce Change and desire to learn

Location: Pune

Purpose of the role

To own the end-to-end accountability and delivery of the HR workstream for allocated Workforce Change and Restructuring projects, including restructuring/reorganisation, redundancies, Legal Employing Entity (TUPE) transfers, senior exits/settlement agreements, outsourcing, insourcing, site closures, mergers, and acquisitions.

Accountabilities

• End-to-end HR workstream ownership and delivery, collaborating across HR Transaction Cycles as required, ensuring project plan, status reports/reporting/stakeholder engagement and all Workforce Change and Restructuring governance and control requirements adhered to.
• People impact assessment ownership for all proposed changes and colleagues in scope, in conjunction with applicable legal requirements, union/works council agreements, policies and practices.
• Development of consultation strategies for the purpose of consultation, production of consultation materials and facilitation of consultation meetings with unions/works councils and other employee representative bodies, in conjunction with the business.
• Development of a structured and robust communication plan to support the change project, working in partnership with Public Policy and Corporate Relations. Development of all individual consultation materials and ensure the business are fully prepared and briefed on end to end process to enable colleague conversations.
• Early engagement with HR Operations and Career Transition Services to agree timelines/budget requirements, approaches and any specific mechanisms/templates to be used for the purpose of supporting the required changes.
• Adherence to the Workforce Change and Restructuring Standard and Controls throughout project life cycle including the timely escalation of any emerging risks or issues to Workforce Change and Restructuring Leadership and/or business/HR stakeholders.

Assistant Vice President Expectations

• 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.