Change & Training Specialist - 12 Months Full Time Contract

As a Change and Training Specialist, you will play a key role in ensuring the successful adoption of new systems, processes, or organisational changes. You will lead the development and execution of change management strategies, working closely with stakeholders to assess readiness, manage impact, and build engagement. Your ability to anticipate and address resistance, while aligning change initiatives with business goals, will be essential to driving sustainable transformation.

In parallel, you will analyse training needs, design tailored learning solutions, and deliver training that empowers individuals and teams to adopt new ways of working confidently. You will manage a network of change champions, track and reinforce change metrics, and provide post-implementation support to embed change effectively. Your work will ensure that people are not only informed but equipped and motivated to embrace change.

To be successful as a Change & Training Specialist – 12 Months Full Time Contract, you should have experience with:

• Proven experience in change management and training delivery within complex organisational environments.

• Stakeholder engagement and communication skills, with the ability to influence at all levels.

• Ability to assess change impact and readiness, and design targeted interventions to support adoption.

• Experience in developing and delivering training programmes, both in-person and virtually.

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 located from our Glasgow or London office.

Purpose of the role

To support the organisation, achieve its strategic objectives by ensuring the business is ready to receive the agreed change (address business problems and opportunities), ensuring that change initiatives are successfully assessed and implemented to enable them to be embedded in the organisation. 

Accountabilities

• Identification and analysis of business impact and opportunities that require change within the organisation.
• Development of business readiness strategies that will help to ensure the successful implementation of change initiatives.
• Communication with stakeholders, including senior management, project teams, and external partners, to ensure that they are informed about change initiatives and that their needs and expectations are being met.
• Collaboration with Client Readiness, Operational Readiness & Tech Delivery to ensure business, sales, operations, client servicing and functional partners are prepared for a smooth transition of technology delivery into BAU (including Target Operating Model, Training, Communications, Service Agreements.) .
• Management of resistance to change, ensuring that stakeholders are engaged and that their concerns are addressed.
• Review of business readiness plans and status reports in conjunction with change delivery managers to ensure business readiness activities completed on time including newly identified risks, issues and dependencies.
• Collaboration with project teams to ensure that change initiatives are aligned with project objectives and that change management activities are integrated into project plans.
• Provision of guidance and support to business stakeholders, ensuring that they have the necessary skills and knowledge to implement change initiatives successfully.

Assistant Vice President Expectations

• 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.