AVP - FX Settlements/Confirmations

Role Purpose (overall high level summary of the role)

The responsibility of the AVP profile would be to own and manage the Process, People and existing / future Projects be it related to fresh migrations or existing Change initiatives. The responsibilities also include the management of day to day and real time interaction with Business Stakeholders and Clients within the framework of various policies and Compliance regulations governing the process and the specific locations. The candidate should also demonstrate capabilities of Navigating, Aspiring, Driving, Mobilizing and Sustaining the initiatives and resources.

Principal Accountabilities - Key activities and decision making areas Typical Targets and Measures

Impact on the Business/Function [COMPLETE 3-4 AREAS]

- Provide daily operations support to ensure all controls are carried out accordingly as required. This will allow additional layer of control to prevent Operational Loss, Reputational Risk, etc.

- Primary contact for the business for escalation issues

- Ensure effective workflow management in order to meet timelines and quality levels, checking and maintaining effective resource utilisation at all times. Work is distributed / duties allocated between individuals in accordance with their experience / ability.

- End of Day Checklists

- Daily / Monthly Management Information (MI)

- Performance Level Agreement

- Feedback from internal/external customers

- Department Quality Trackers

Customers / Stakeholders [COMPLETE 3-4 AREAS]

- Establish and maintain effective relationship with business areas and identify areas of service improvements by implementing regular calls and feedback mechanism.

- Influence and escalate key customer issues in an effective way to ensure timely resolution.

- Continuous reviews of the customer issues and ensure products and services are tailored on an ongoing basis to meet expectation.

- Provide leadership and customer service to all, both top and lower Management, consistent with Group and Company policies and standards. Leading a cohesive team, working in a supportive team environment driven by people centric values.

- Customer issues are handled sensitively and receive full consideration. Situations are resolved effectively retaining goodwill of customer. Customers are kept fully informed of progress at all times.

- Timely and accurate MI produced with minimal queries against required deadlines

- All queries acknowledged and resolved in a timely manner Evidence from Quarterly Client Service Best Practice Framework testing

Leadership & Teamwork [COMPLETE 3-4 AREAS]

- Effective communication with the team members on organization strategy and goals required for the respective roles and responsibilities.

- Motivate, develop, reward and recognize team members in order to meet process deliverables, manage staff.

- Champion and Own the Values / Capability framework as per Vision and Objectives

- Develop realistic and achievable strategies and action plans to address performance gaps, staffing requirements, staff morale, attrition rates, etc.

- Regularly brief or train team on any developments. Procedural changes / new initiatives are fully communicated to and implemented.

- Feedback from direct reports and other related teams.

- Low employee turnover / internal

- Retention of Key talent

- GPS scorecard

Operational Effectiveness & Control [COMPLETE 3-4 AREAS]

- Adherence to Group policies, audit, controls, and compliance requirements including but not limited to normal controls.

- To continually assess the operational risks inherent in the processes, taking account of changing operating procedures, staff movements, legal and regulatory requirements, management restructures, and the impact of new technology.

- Effectively drive and manage change, plan business contingency and achieve cross-training

- Ensuring BCP plan is documented, agreed with business partner and tested as per agreed timelines.

- Timely and accurate delivery of process objectives per the agreed SLA

- Zero control issues

- Escalation - Timely and structured

- Exception Matrix - documented

Major Challenges (The challenges inherent in the role that require a continual test of the role holder's abilities)

- Relationship Management

- People Management & Employee Development

- Attrition and Business contingencies

- Process & Business Knowledge

- Skill set match / profiling for the teams

- Business Re-engineering

- To keep up with market developments and understand the existing and any new treasury related products. Understanding the various processing, control, regulatory, and legal requirements so as to mitigate risk of losses and related costs incurred.

Role Context (The environment and operating conditions of the role including the extent of guidance and authority)

- Role will be located in Bangalore and will cover primarily the HBEU GFX Operations. Will be required to interface with the various business areas in UK as well as the HBEU teams in GSC KL & MNL. .

- Jobholder will be required to work closely with the team to ensure BAU functions are carried out accordingly within the stipulated Performance Level Agreement (PLA).

- Global Resourcing is a key strategic initiative of the Group for centralizing back office and voice related operations of Group entities from around the world. Global Resourcing is a major contributor to the Group Strategic Plan of improving the cost income ratio of its businesses

- The jobholder has the authority to make decisions with respect to the management of the processes / queues under his responsibility on a day-to-day basis but has to refer to Manager - Operations, Vice President - Operations, and / or business partners for any major incidents that affect continuous business operations and efficiency of the GSC. He/she has limited authority to implement courses of action under a contingency situation.

- The job holder is guided by the Head of Shared Services, Global Resourcing, Group Standards Manual and Group Operations FIM and local laws and regulations.

Management of Risk (Operational Risk / FIM requirements)

The jobholder will also continually reassess the operational risks associated with the role and inherent in the business, taking account of changing economic or market conditions, legal and regulatory requirements, operating procedures and practices, management restructurings, and the impact of new technology.

This will be achieved by ensuring all actions take account of the likelihood of operational risk occurring.

Also by addressing any areas of concern in conjunction with line management and/or the appropriate department.

Observation of Internal Controls (Compliance Policy / FIM requirements)

The jobholder will also adhere to and be able to demonstrate adherence to internal controls. This will be achieved by adherence to all relevant procedures, keeping appropriate records and, where appropriate, by the timely implementation of internal and external audit points, including issues raised by external regulators.

The jobholder will implement the Group compliance policy by containing compliance risk in liaison with Global Head of Compliance, Global Compliance Officer, Area Compliance Officer or Local Compliance Officer. The term - compliance- embraces all relevant financial services laws, rules and codes with which the business has to comply.

This will be achieved by adhering to all relevant processes/procedures and by liaising with Compliance department about new business initiatives at the earliest opportunity. Also and when applicable, by ensuring adequate resources are in place and training is provided, fostering a compliance culture and optimising relations with regulators.

Role Dimensions (e.g. balance sheet size, lending/expenditure limits, size/volume of transactions, budget)

- Role includes monitoring all process requirements and has release functions / authority as stipulated in the DIM in accordance with authorized signatory list or similar.

- Payment Release Limit on GMG/GPS is up to USD 850 million

Headcount reporting to this role Direct: 3 Indirect: 5 Total: 8

Knowledge & Experience / Qualifications (For the role - not the role holder. Minimum requirements of the role.)

Knowledge

- Working hours will be 8.00/9.00 AM to 5.30/6.30 PM UK Time

Experience

- At least 4-5 years of experience in Foreign Exchange Treasury is mandatory.

Behavioral / Capability Framework requirements:

- Foster a transparent and open working environment

- Display characteristics of Continuity of Purpose and Consistency and be seen as dependable

- Be engaged consistently with Staff, Clients and Stakeholders

- Ensure team offers Value for money to Clients

- Articulate Client Service expectations within the team and keep Clients interests at the forefront

- Have a Global Focus, rather than concentrate inwards within own area of ownership

- Identify and assess Risk and set Clear Control standards and ensure adherence

- Commitments are clear and tangible and achieved as per expectations

- Impact to be gauged to ensure that plans do not have negative impact on business or capacity

- Business process - challenge, innovate, implement and demonstrate

- Hire, Motivate and manage People to meet required targets and facilitate staff development

Skills

- An experienced manager of people and operational processes

- A positive self-starter with excellent verbal and written communication skills

- A good understanding of group policies and procedures and the ability to effectively communicate and implement them

- Excellent teamwork and leadership skills with a proven ability to motivate staff in an ever-changing environment

- Experience of establishing and maintaining relationships with colleagues to achieve shared goals

- Evidence of having taken difficult decisions in a complex operational environment including HR related issues

- Evidence of excellent prioritizing, planning and organizing skills

- Analytical skills, with ability to recognize areas of risk or opportunities for improvement

- Ability to comprehend and minimize operational risks including wide understanding of audit controls and compliance requirements

- Exposure to projects and an understanding of process mapping and process re-engineering

- Evidence in reducing cost and increasing productivity

Organisational Chart (Complete or insert organisational chart for the role here)

Approvals (provide name & date approval received):

LOCAL:

(All Bands) REGIONAL:

(Bands 3+) GROUP:

(Bands 1+)

Immediate Line Manager: Regional Business Head: Group Business Head:

Business / Department Head: Regional HR / Reward Group Performance & Reward

HR Business Partner:

Guidance notes for writing role profiles

Note: The guidance notes are also available on each of the role profile proforma. They will automatically be printed when you print a proforma so there is no need to print this page too.

Overview

In writing role profiles it is important to ensure that the following principles are adhered to:

Focus on the role

Do not focus on the person

Be based on facts

Avoid subjective judgements

Clearly distinguish between activities and their targets

Do not omit information on targets and goals

Outline expected levels of performance

Do not ignore performance levels, or set standards too high or too low

Focus on key activities

Do not provide a long list of tasks

Cover all sections of the role profile template

Avoid being incomplete or have missing data

Be succinct and to the point using clear simple language

Avoid being over-complex or using jargon, acronyms or abbreviations

Use action verbs to explain activities (eg manage budget...)

Do not be inconsistent in describing activities

As a guide, the entire role profile should be no more than four pages for managerial staff (excluding the structure chart), and should be typed in Times New Roman 10 point.

Job Titles

- Remove - junior- and only use - senior- as an indicator of grade or level.

- Replace - junior- with terms such as - Assistant Manager- or - Officer- .

Role Purpose

This should be an overall high level summary that says why this job exists and what it specifically does.

- Ensure this is brief, captures the key aspects of the role, and is one to two sentences long.

- Ensure this is specific about the role and doesn- t describe general business deliverables.

- Address what the specific contribution of the role is to business delivery.

- The following structure can be helpful when forming the purpose of the role:

Verb - Object - Reason - Constraint, eg.

Lead - Customer Service Team - to meet targets - within agreed budgets.

Principal Accountabilities

This section of the role profile is extremely important as it identifies the major elements and areas of delivery for the role to be effective. It is therefore important to avoid generalisations and be as specific as possible.

Principal accountabilities are split into four common areas of role focus that support principles and values. These dimensions form the basis for consistent evaluation of jobs and are externally recognised to ensure linkage to external evaluation systems to assist with easy comparison of jobs in the market.

The four dimensions are:

- Impact on the business.

- Customers / Stakeholders.

- Leadership and teamwork.

- Operational effectiveness and control.

Guidelines:

- For each of the principal accountabilities 3-4 key activities should be identified that the role holder must undertake effectively to successfully deliver against that accountability.

- For each activity identify the nature of typical key performance indicators and/or targets.

- List concise statements that outline the jobholder's duties in order of importance. These are the - outputs- against which the jobholder's success will be measured.

- For clerical jobs, include the percentage of time spent on main activities (80%-100%). Don- t include tasks requiring less than 5% of the jobholder's time.

- Whilst this is the most important section of the job description, it should be no more than one to one and a half pages long.

Major Challenges

- Exceptional challenges that are specific to the role, these may include technological or regulatory challenges, specific aspects of the business environment or internal challenges for the role holder.

- It is important to ensure that major challenges noted are significant or ongoing for the role.

Role Context

Provides detail on the context of the role, to include:

- The location of the role and the geographic reach, interfaces with other business areas and departments and the overall fit of the role into relevant processes of the business / functional area.

Provides detail on the extent of guidance and authority within the role eg:

- What authority is extended to this position-

- What parameters does the jobholder work within (eg do they follow strict instructions or are they empowered to develop procedures and policy)-

- What are the discretionary limits of responsibility-

- What sort of decisions typically fall to the jobholder and at what point would they be referred upwards-

- This section can also include short examples of relevant information such as indirect reporting relationships and management meetings attended.

Management of Risk

Observation of Internal Controls

The role profile template includes mandatory accountabilities covering employees- responsibilities relating to the policies on Treating Customers Fairly and management of Operational Risk and Compliance Policy.

Some of these accountabilities will not apply to all jobs, however, it is important that all employees are aware of these requirements and it is therefore recommended that all role profiles include this wording.

The wording is not exhaustive and line management should consider any other requirements that should be included under these sections.

Role Dimensions

- Provides quantitative information on the scope of the role to provide clarity on the size of the business area within which the role operates.

- Role dimensions should reflect areas that the role has impact, either directly or indirectly and can be financial or non-financial:

Financial scope data will include size/volume of transactions or budgetary responsibility.

Non-financial scope data will include number of reports.

- The type of role dimensions used will vary depending on the focus of the role. The key thing is to ensure that the role dimensions accurately reflect the areas of impact of that role.

Knowledge and Experience / Qualifications

- Detail the knowledge and experience required to carry out the role competently. In order to comply with UK employment legislation (Age Regulations), experience should be described in terms of depth and extent; and not as a number of years.

- Detail essential education/qualifications required to carry out the role competently, including 'or equivalent' where possible to allow for changes in the qualifications available for study.

- Avoid unnecessary or time-linked qualifications or the time since qualification as a replacement for experience, skills or qualifications.

- However, if the experience or qualification is only desirable and not a minimum requirement this should be noted.

- This information should reflect the requirements for the role - not reflect the characteristics of the current role holder.

- Bear in mind that the skills shown here are not for recruitment purposes but should reflect the skills needed to be fully competent in the role.

- Avoid general statements such as - knowledge of - be specific.

Structure Chart

This puts the job into context by showing reporting arrangements. It is important not to see the job in isolation - show the relationship with other business areas within the department. Show at least the next levels up and down, as well as peer roles.

Administrative Guidance

Role Profile Date - the month and year in which the role profile was written or last updated.

GHRS Job Code - this is the job code found on the Group's HR System (PeopleSoft) that is used for position management purposes.

Approvals - this section shows that line management and the relevant HR function have reviewed the role profile's content.

Jobholders should have access to a current version of their role profile, which they can discuss with line management. There is no requirement for line manager or jobholder to sign the role profile.