Organisation Design Lead

**Date live**:
27/05/2025
**Business Area**:
HR
**Area of Expertise**:
Human Resources
**Contract**:
Temp/Contractor Payroll (Fixed Term)
**Reference Code**:
JR-0000050505
In HR, you'll collaborate with the organisation to implement effective HR strategies and programmes. Your role will involve recruiting, training, and developing talent, as well as managing employee benefits, ensuring Barclays attracts and retains top talent
See your commute
12 month Fixed Term Contract, based in London.
As the Organisation Design Lead, you will be responsible for leading and facilitating organisation design projects, partnering with key stakeholders to develop proposals which enable Barclays to organise itself and deploy resources in efficient and effective ways whilst improving ways of working.
These projects play a key role in contributing to Barclay’s 3-year transformation: to become Simpler, Better and more Balanced.
In this role, you will be part of a small centre of expertise, providing expert guidance to senior business leaders and HRBPs in organisation design components, leveraging existing job banding, architectural frameworks and methodology to optimise Barclays for performance and effectiveness.
Additionally, you will drive the continuous evolution of smarter and more agile working practices, drawing upon internal and external analysis and thought leadership to shape and constructively challenge thinking. You will identify trends and opportunities for performance enhancement, ensuring Barclays remains at the forefront of organisational efficiency and effectiveness and is positioned to realise synergies whilst driving enhanced ways of working and appropriate governance models.
To be successful as an Organisation Design Lead, you will be able to evidence:
Demonstrable track record of leading organisation design projects within comparable complex business environments.
Extensive experience of successfully managing large-scale, strategic projects which deliver commercial benefits and/or customer and colleague outcomes.
Exceptional stakeholder management skills, with the ability to challenge and influence at all levels, including with Partner organisations.
Ability to translate complex business scenarios into deliverable action plans, using compelling storytelling to meet people where they are and engage appropriately.
Ability to work autonomously with mínimal supervision.
Ability to follow, represent, and advocate for established methodologies, acting as a visible and positive champion.
Experience of coaching team members.
Preferable experience in project management and change management methodologies.
**Please note**: you may be assessed on the critical skills relevant for success within this role, such as: risk and controls, change and transformation, business acumen, strategic thinking and digital and technology, as well as job-specific technical skills.
Purpose of the role
Uses data and analytics to diagnose, develop and support the implementation of strategies to improve the overall effectiveness of the organisation, collaborating with HR (particularly HRBPs), business leaders and colleagues across all levels to identify and address areas for improvement. All aspects of organisational health are considered, covering organisation design, governance and ways of working, talent (skills and DEI), leadership and culture.
Accountabilities
**DIAGNOSE**: Clarification of the organisation's mission, vision, and strategy and the subsequent identification of organisational health opportunities in alignment with these. Analysing and prioritising areas for improvement accordingly.
**DESIGN**: Development and design of organisation change initiatives, dependent on which aspect(s) of organisational health has been prioritised for improvement..
**DELIVER**: Support HR and business leads with the implementation of prioritised change initiatives, through continual guidance, consultancy and advice.
**TRACK & MONITOR**: Enable the business and HR to track KPIs and overall effectiveness of identified initiatives through the provision of accurate data and analytics, enabled by self-serve tooling.
Creation of a culture of continuous improvement, partnering with HRBPs to encourage business leaders and colleagues to constantly look for ways to improve organisational health in their respective business areas..
Training and development facilitation to HRBPs, leaders and colleagues on specific topics such as organisation design and strategic workforce planning.
Director Expectations
To manage a business function, providing significant input to function wide strategic initiatives. Contribute to and influence policy and procedures for the function and plan, manage and consult on multiple complex and critical strategic projects, which may be business wide..
They manage the direction of a large team or sub-function, leading other people managers and embedding a performance culture aligned to the values of the business. Or for an individual c