Senior Manager - FOBO Reconciliation - Investment Banking Domain

Sr. Manager - FOBO Reconciliation

Profile

- 7 plus years of relevant experience in FOBO reconciliation in IB domain

- Bachelor's degree

- People Management experience is a must

Delivery and Operations Excellence :

- Monitoring and ensuring the production quality in terms of the KPI & KRI for REC are in line with global standard and breaks are under control. Ensure collation of daily and monthly KRIs for the perimeter that provides clarity of breaks to all stakeholders and management levels.

- Monitor operational risk/reporting and Business Continuity resiliency for the critical function of the department. That all controls are performed on time. Understand; educate team on internal control and compliance processes along with and legal and regulatory requirements. Ensure adherence.

- Take the ownership/accountability of breaks and organize/participate in the Sprint/Prioritization meetings to push for a resolution.

- Ensure all documents related to the department/activity is well managed in one central location for easy access and reference

Client and Relational Excellence:

- Maintain a good working relationship with Global stakeholders and keep them updated on the issues, concerns, and achievement of the team.

- Cascade information's to the team members on the global strategy and roadmap to keep them involved and interested to deliver.

- Ensure that the level and depth of investigations for reckons breaks is good quality and breaks are allocated to the right break responsible stakeholders after in-depth investigations. Follow up are done with the break responsible to ensure all breaks are resolved within reasonable time frame.

Change Management and Transformation:

- Instill a culture of the right managerial practices among the managers to change the mindset and be more focused on the process development and improvement to make it more efficient and robust.

- Promote a culture of innovative working to think more and contribute innovative ideas to make processes more efficient and robust.

People and Culture:

- Coach and mentor the direct reports to be able to take up challenging roles and responsibilities and guide them to be able to deliver as per the global roadmap.

- Build a performance oriented culture within the perimeter; ensuring the correct message on the significance of merit and contribution is sent across during Reward and Recognition exercises.

- Disseminate critical information, provide periodic updates and deliver various organizational communications to the teams in the perimeter as well as address any concerns or grievances.