Reward Policy & Governance Specialist - Fixed Term Contract until 31st of May 2027

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

• 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.

• To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness. Collaborate closely with other functions/ business divisions.
• Lead a team performing complex tasks, using well developed professional knowledge and skills to deliver on work that impacts the whole business function. Set objectives and coach employees in pursuit of those objectives, appraisal of performance relative to objectives and determination of reward outcomes
• 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 lead collaborative assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will identify new directions for assignments and/ or projects, identifying a combination of cross functional methodologies or practices to meet required outcomes.
• 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.

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.

In this role, you will act as an AVP within the Reward Policy & Governance team, supporting the delivery of key reward governance activities across Barclays. You will support the development and execution of reward governance frameworks, contribute to pay disclosure and pay transparency requirements, and assist with regulatory remuneration activities and Remuneration Committee reporting. Working within a specialist team of reward professionals, you will partner closely with Directors responsible for Executive Reward, Pay Disclosures & Pay Transparency, Regulatory Conformance, and Reward Analytics to help deliver high-quality governance, reporting, and analytical outcomes across the reward agenda.

You will collaborate with stakeholders across HR, Finance, Risk, Compliance, and Legal to support both business-as-usual requirements and strategic reward initiatives. Your responsibilities will span pay disclosures, pay transparency, reward governance, regulatory reporting, and reward analytics, providing broad exposure across multiple areas of reward. You will work with large and complex reward datasets to produce accurate reporting, meaningful insights, and robust governance outputs while supporting key regulatory requirements and conformance activities. This role offers the opportunity to contribute to high-profile reward initiatives, including remuneration committee reporting, regulatory compliance activities, and evolving pay transparency programmes, making it an excellent opportunity to broaden your expertise across the reward function.

• Reward, Compensation, Benefits, or related remuneration disciplines, with understanding of reward principles and practices.

• Analytical and problem-solving, including the ability to interpret complex data, identify trends, and provide clear recommendations to stakeholders.

• Working with multiple stakeholders and the ability to build effective relationships across HR, Reward, Finance, Risk, and business teams.

• Organisational and project management skills, with the ability to manage competing priorities, deliver to deadlines, and maintain high levels of accuracy and attention to detail.

• Experience supporting regulatory remuneration requirements, pay transparency initiatives, remuneration governance, or statutory pay disclosures.

• Experience within financial services or another regulated environment.

• Knowledge of reward reporting, remuneration frameworks, and governance processes.

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