HR Business Advisor - Investment Bank

RESPONSIBILITIES:

Strategy:

- Drive and enable sustainable HR Business Advisory service through partnering with Global HoHR and Global HRBPs on the delivery of services across the business/function/country segments.

- Support the Global HRBP(s) to deliver the People Plan for the individual portfolio assigned as well as for overall segments through the team

- Execute key HR projects and initiatives aligned to the strategic priorities of Global Business Segments as per the project plan

- Workforce planning ensuring adequate capacity planning across the segment and facilitate flexible deployment of team members to support/act as back up for colleagues when capacity allows and help manage demand fluctuations to workforce for the overall HRBA function

- Ensure consistent delivery of service by team through building HR and client portfolio knowledge

Business:

- Coordinate ad hoc projects and deliverables related to the People Plan, interacting with Business Leaders / People Leaders for implementation of agreed actions

- Track delivery of people objectives against the relevant business/country scorecard

- Drive global performance and measurement requirements to support business deliverables

- Develop and maintain strong relationships with key stakeholders, protecting and enhancing the Group's reputation and image and developing the HR brand.

Processes:

- Support key HR processes such as YER, People Forums, OD reviews and restructuring activities

- Prepare and analyse HR dashboards to proactively highlight and mitigate areas of concern as well as identify focus areas such as attrition, headcount and productivity

- Ensure timely and periodic submission of people-related MI along with insights, to key forums

- Engage with, coach, develop and support HRBAs in deploying people initiatives and people processes to help drive the people agenda

- Ensure effective management of operational risks within the role remit and compliance with applicable internal policies, and external laws and regulation.

People & Talent:

- Collate and prepare data and insights that enable HRBPs to facilitate meaningful discussions at Talent Reviews with Global Business Segment MTs/Business leaders

- Plan and manage the annual HR calendar of events (e.g. YER, IOP, succession planning, key HR projects) for the segment

- Work with HRBPs, COO office, BPMs and Finance as required in relation to headcount and budget information and forecasting

- Lead by example, building the appropriate culture and values, using effective leadership, coaching and engagement

- Set appropriate tone and expectations for the team and work in collaboration with relevant stakeholders, including HR CoEs, risk and control partners

- Recruit, engage and retain high quality people

- Develop and embed a high performance culture with specific focus on capability, effectiveness and productivity

- Coach and develop team to ensure a high quality talent pipeline is available

- Set and monitor objectives for direct reports and provide feedback and reward in line with their performance against those responsibilities and objectives

Risk Management:

- Understand the risk and control environment in HR's area of responsibility, driving rectification, as required

- Understand and help manage the people-related risk profile of HRBAs including operational and reputational risk, to Group Standards.

- Support the effective implementation of the Risk Management framework within the role remit.

- Ensure effective processes are in place to identify, manage, monitor and report risk.

- Support HRBPs in coordinating major thematic risk & control responses within Global business segment/Regional as part of the global process

Governance:

- Embed the Group's values and code of conduct, as it relates to the role remit, to ensure that adherence with the highest standards of ethics, and compliance with relevant policies, processes and regulations among employees form part of the culture.

Regulatory & Business Conduct:

- Display exemplary conduct and live by the Group's Values and Code of Conduct.

- Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Chartered Bank. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct.

- Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.

Key stakeholders:

Internal:

- Global HR Heads / Global HRBPs

- Other HR Specialist Teams (Performance, Reward and Benefits (PRB), Resourcing, Employee Relations, Learning, Service Management etc.)

Other Responsibilities

Embed Here for good and Group's brand and values in HRBA Function. Perform other responsibilities assigned under Group, Country, Business or Functional policies and procedures; Multiple functions (double hats);

QUALIFICATIONS:

TRAINING, LICENSES, MEMBERSHIPS AND CERTIFICATIONS:

- Needs to have HRBA/HRBP prior experience (Preferred)

- Likely to have an academic degree from a recognised institution; professional or further qualification in business management / Human Resources or othe relevant discipline is a bonus

- Commercial awareness & sharp business acumen

- Ability to create a people plan with success measures.

- Understanding of the various HR products and how to implement products within a country (e.g. engagement, performance management).

- Knowledge of the latest HR trends, best practices and how to successfully apply them.

- Uses knowledge, communication and relationship skills to positively influence key business decisions and create cross-team collaboration.

- Forms effective relationships with key Stakeholders across the matrix.

- Ability to stand up for what is right, in the face of adversity.

- Excellent communication: clear oral and written skills; effective questioning and active listening.

- Advanced facilitation skills at an individual and team levels.

- Significant coaching at an individual and leadership levels.

- Ability to lead and engage a high performing team as well as performance manage.

- Commercially, culturally and diversity aware, with high sensitivity to the social, economical and political environment.

- Personal authority with proven ability to establish relationships and exert influence at senior levels within an organisation

ROLE SPECIFIC TECHNICAL SKILLS AND COMPETENCIES AND PROFICIENCY LEVELS:

- Human Resources Consulting

- Influencing Through Expertise

- Business Intelligence

- Talent Management

- Planning: Tactical, Strategic

- Effective Communications

- Performance Management

- Organizational Change Management

- HR Legal and Regulatory Environment

- Employee Relations

- Human Resources Policies, Strategies and Environment

- Talent Analytics