In this role, you will act as a key contributor to shaping how HR services and digital tools come together to create a simple, consistent, and effective colleague experience. You will use analytical, architectural, and problem‑solving skills to maintain a clear view of the HR application landscape, assess how tools and processes interact, and provide insight that enables joined‑up, end‑to‑end experience design. You will support HR journey teams by analysing usage, duplication, and improvement opportunities across the ecosystem identifying where simplification, modernisation, or emerging technologies such as AI can add meaningful value. Through structured capability mapping and business maturity assessment, you will help define what HR needs to deliver today while informing the strategic direction for the future.
You will also play a vital role in ensuring that change across HR is well understood, well governed, and aligned to an enterprise view. You will assess the impact of proposed changes on capabilities, applications, and cross‑journey dependencies, clearly outlining risks, alignment considerations, and recommendations to enable informed decision‑making. Acting as a connector across HR, you will map how capabilities and applications work together to deliver colleague experiences, identify gaps or inconsistencies, and champion opportunities to strengthen experience principles across all journeys. Additionally, you will support horizon scanning by monitoring market, HR, and technology trends particularly developments in AI to help shape future direction and guide HR's evolving digital and experience landscape.
To be successful as a Colleague Digital Experience Senior Business Architect, you should have experience with:
* Analytical skills with the ability to simplify complex problems.
* Experience in HR, business analysis, business architecture, or experience/journey design.
* An understanding and passion for improving experiences through metrics and insight — including listening data, process analysis, and evidence‑based decision making.
* Clear communication skills and the ability to explain concepts in business‑friendly language.
* Confidence working with processes, capabilities, and application landscapes.
* An understanding of how digital tools and emerging technologies influence colleague experience.
Other highly desired skills include:
* Exposure to enterprise or solution architecture principles.
* Experience with journey mapping, service design, or HCD.
* Familiarity with impact assessments or cross‑journey change analysis.
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
Purpose of the role
To collaborate with stakeholders and use data and MI to identify process optimisation opportunities for capacity creation in relevant business areas.
Accountabilities
* Development and implementation of strategies to improve the efficiency and effectiveness of banking operations, using data led insights.
* Participation in projects and initiatives to improve performance & optimisation efficiency and effectiveness.
* Development of reports and presentations on performance & optimisation and communicate findings to internal senior stakeholders.
* Identification of industry trends and developments, and collaboration with stakeholders across the bank to provide recommendations for change and improvement within performance and optimisation processes.
* Development and implementation of analytics and reporting performance & optimisation to mitigate risks and maintain efficient operations.
* Identification of capacity creation in operations using data and Management Information.
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.