Job Description

Purpose of the Role

To develop and implement executive compensation programmes and provide advice related to financial/ tax/ regulatory treatment of such programmes, in alignment with regulatory standards.

Accountabilities

• Responsible for the development, implementation and delivery of executive compensation policies/programmes, aligned with the organisation’s strategy and applicable regulations, market trends, and shareholder and proxy agency guidance.
• Supporting executive compensation engagement with stakeholders including shareholders and other investors, regulators and the media.
• Providing support to the senior population (principally Group ExCo) on reward and performance matters including performance management and objective setting, management and communication of compensation outcomes, responding to individual reward queries, tax information, financial advisor and broker liaison.
• Providing advice and guidance on reward programmes including base salary, bonus, long-term incentives, equity compensation, setting of vesting periods and details of malus and clawback terms as appropriate. Engagement on, communication of and operational delivery of deferred compensation plans and all employee share plans for the firm globally. Ensuring regulatory conformance and managing associated reward processes.
• Managing external disclosures related to reward including Annual Report reward disclosures, fair pay reporting, Pillar 3 remuneration disclosures, pay gaps disclosures and other applicable disclosures. Supporting on planning and preparation for any new disclosure obligations for the firm.
• Delivery of the annual reward cycle in collaboration with the Compensation Team, Finance, Risk, Compliance and other key teams, including working with finance to manage activity linked to reward accruals, budgets and reporting; governance around material risk takers and other similar populations; annual and ad hoc regulatory reporting on reward.
• Supporting Group and subsidiary remuneration committees, including on incentive funding, market insights, regulatory obligations and other reward-related matters.

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.