As a VP within Reward Transformation, you will act as a senior change lead, driving the end‑to‑end deployment of Workday Advanced Compensation and shaping the future of Reward technology. You will lead the transformation of the platform used for pay review processes, overseeing configuration, implementation, and rollout activity. You will take responsibility for the build and migration of compensation statements into Workday, alongside the related data, testing, and integration work (you will not be responsible for the configuration directly but ensure technology team members have what they need to do this). A key part of your role will be ensuring appropriate governance and controls while designing solutions that deliver an effective and intuitive experience for colleagues and managers. Operating at VP level, you will bring a combination of technical understanding and strong change delivery expertise to successfully guide teams through complex transformation activity.

You will work at the centre of major Reward change initiatives, partnering with HR Technology, SMEs, and senior stakeholders to drive momentum and create clarity in a highly complex and evolving environment. Your experience deploying Advanced Compensation in Workday will enable you to translate technical concepts into simple, meaningful language, securing buy‑in from diverse and sometimes challenging stakeholder groups on the changes to their HR service. You will play a pivotal role in shaping end‑to‑end journeys colleagues and managers experience through the annual payround cycle, maintaining a focus on human centred design as you deploy the new platforms. This is a high-impact, investment role offering the opportunity to lead significant change across the organisation’s Reward ecosystem.

To be successful as a Vice President Reward Transformation, you should have experience with:

• Significant experience deploying Workday Advanced Compensation, including compensation statement activity, with a strong understanding of best-in-class design, data structures, and integrations.

• Proven experience delivering large‑scale change in complex organisations, with the ability to manage multiple workstreams and maintain strong governance and control.

• Exceptional stakeholder management and relationship‑building skills, with the capability to influence senior stakeholders and secure engagement across diverse groups.

• Ability to translate technical and business requirements into clear, simple, and actionable outputs, providing clarity and direction for both technical and non‑technical audiences.

• Process mapping and storytelling skills, enabling you to articulate complex end‑to‑end journeys and shape effective colleague and manager experiences.

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 can be based from our London or Glasgow office.

Purpose of the role

To manage change projects that help the organisation achieve its strategic objectives, while ensuring that projects are delivered on time, within budget, in control and in compliance with regulatory requirements and internal policies and procedures.

Accountabilities

• Management of change projects within the organisation, ensuring that they are delivered on time, within scope, budget, and to the required quality standards.
• Development and management of project plans that outline the scope, objectives, timelines, and resource requirements for change projects.
• Communication with stakeholders, including senior management, project teams, and external partners, to ensure that they are informed about project progress and that their needs and expectations are being met.
• Management of project teams, ensuring that they are properly resourced and that they have the necessary skills and expertise to deliver on project objectives.
• Management of project budgets, ensuring that projects are delivered within the agreed budget.
• Creation of reports on project progress to ensure that proposed solutions are delivered on time and within budget.
• Management of project risks, ensuring that risk, assumptions, issues and dependencies are identified, assessed, and mitigated as necessary.
• Facilitation of change management activities, including training and communication, to ensure that change projects are successfully implemented and embedded in the organisation.

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.