Job Description

Role Responsibilities The role holder will be the interface between the business and HR and will be responsible for formulating and delivering the relevant HR People Strategy and agenda, and creating an effective, efficient organisation where max Role Responsibilities The role holder will be the interface between the business and HR and will be responsible for formulating and delivering the relevant HR People Strategy and agenda, and creating an effective, efficient organisation where maximising performance and engagement is at the heart of every interaction for Private Banking, Priority Banking and Wealth Management. Partnering with relevant business heads, senior managers, functional partners and stakeholders, the role holder will drive and enable sustainable business performance. The role holder will need to manage people processes, ensuring levels of capabilities and performance are aligned with current and future business requirements and also deliver appropriate and relevant HR advice, ensuring that this is in line with the overarching business strategy, governance processes and risk appetite. The role holder will be the named HR business partner for Group MT-1 stakeholders, so in this instance, for the Private Banking and Wealth Management MT members. In addition, the role holder will partner with the Global Head, HR, CPBB, to deliver the global Private Banking, Priority Banking and Wealth Management people strategy, building a highly effective partnership with regions and countries Strategy Develop the HR strategy and people priorities that enable sustainable performance and growth of the relevant functions globally. Partner with the relevant senior managers, business heads, functional heads and stakeholder to drive and enable sustainable business performance. Partner with Region and Country HR in the key markets to ensure the Private Banking, Priority Banking and Wealth Management agenda is co-created and delivered in country. Create an effective, efficient organisation where maximising performance and engagement is at the heart of every interaction in order to enhance capability and mitigate people-related risks. Ensure consistent delivery of the relevant people agenda through building effective working relationships with relevant HR colleagues across the business. Manage people processes (performance, reward, resourcing and talent) to ensure levels of capabilities and performance satisfy current and future requirements of the business. Deliver appropriate and relevant HR advice, ensuring that this is aligned to the overarching business strategy, governance processes and risk appetite. Identify, prioritise and build organisational capabilities, processes and behaviours to drive the global relevant function strategies. Continuously review the relevant operating models to align these with the overall business strategy, using all available data to assess effectiveness, demonstrating proactively surfacing and securing resolution to points of misalignment. Business Partnership Proactively form credible relationships to influence relevant decision-making. Support, Engage and coach relevant stakeholders in configuring and deploying people policies, processes and products to drive business performance and engagement. Act as a change agent and key enabler to help drive global and/or relevant functions' specific change initiatives with stakeholders and wider teams. Drive and coordinate ad hoc projects and deliverables that relate to the relevant functions' people agenda. Lead MT level People Forums for relevant functions, in line with business needs Collaborate with relevant HR stakeholders on all people related matters across the relevant functions (e.g. P3, Talent Management and Mobility) to drive consistency of functional strategies, processes and messages globally. Represent and champion HR in all interactions with business stakeholders, and in turn represent the relevant functions priorities to the wider HR Community as well as providing insight and context into global HR product and process design and development. Processes Continuously improve the operational efficiency and effectiveness of processes (e.g. salary/bonus review, talent management processes, recruitment processes) as they relate to relevant functions - including effective partnering with relevant HR specialist areas to enable broader improvements. Ensure effective management of operational risks within the role remit and compliance with applicable internal policies, and external laws and regulation. People and Talent Lead the team to deliver specific projects and deliverables, as determined by the HR and the relevant functions' scorecards. Lead by example, building the appropriate culture and values, using effective leadership, coaching and engagement. Set appropriate tone and expectations from their team and work in collaboration with relevant stakeholders, including risk and control partners. Employ, engage and retain high quality people. Develop and embed a high performance culture with specific focus on capability, effectiveness and productivity. Develop talent to ensure a high quality succession pipeline at all levels and sponsor ongoing development activities that focus on the identified high performing and high potential individuals within the businesses. Focus on inter-region and global talent opportunities and pipelines. Manage risks and exceptions with the MT-1 population, including recruitment and on-boarding decisions within authorities and as part of the standard process. Risk Management Understand the risk and control environment in HR&rsquos area of responsibility, driving rectification, as required Understand and help manage the people-related risk profile of relevant the functions including operational and reputational risk, to Group Standards. Co-ordinate global and major thematic risk & control responses within the relevant functions as part of the global process. Provide oversight of complex employee relations issues involving senior people, significant litigation, and high profile or broad business issues. 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. Governance Embed the Group&rsquos 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. Engage with relevant audit report findings across the relevant functions and ensure feedback is acted upon. Stakeholder Management Develop and maintain strong relationships with key stakeholders, protecting and enhancing the Group&rsquos reputation and image and developing the HR brand. Establish and maintain a robust relationship with local regulators (where required), industry bodies and relevant government institutions Regulatory & Business conduct Display exemplary conduct and live by the Group&rsquos 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. Achieve the outcomes set out in the Bank&rsquos Conduct Principles Financial Crime ComplianceThe Right Environment.]. Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters. Key Stakeholders Internal Private Banking MT members Wealth Management MT members Region and Country Heads of Affluent (Private, Priority, Wealth) Country HRBPs Other HR Specialist Teams (Performance, Reward and Benefits (PRB), Talent, Employee Relations (ER), People Capability etc.) External Regulators (as required) Other Responsibilities Embed Here for good and Group&rsquos brand and values in HRBP Team Perform other responsibilities assigned under Group, Country, Business or Functional policies and procedures. Deputise for the Global Head HR, CPBB as required Our Ideal Candidate Likely to have an academic degree and professional qualification in business or HR Role Specific Technical Competencies Performance management Organisation development Organisation design Strategic workforce planning Business partnering Talent management Diversity and inclusion About Standard Chartered We're an international bank, nimble enough to act, big enough for impact. For more than 160 years, we've worked to make a positive difference for our clients, communities, and each other. We question the status quo, love a challenge and enjoy finding new opportunities to grow and do better than before. If you're looking for a career with purpose and you want to work for a bank making a difference, we want to hear from you. You can count on us to celebrate your unique talents. And we can't wait to see the talents you can bring us. Our purpose, to drive commerce and prosperity through our unique diversity, together with our brand promise, to be here for good are achieved by how we each live our valued behaviours. When you work with us, you'll see how we value difference and advocate inclusion. Together we: Do the right thing and are assertive, challenge one another, and live with integrity, while putting the client at the heart of what we do Never settle, continuously striving to improve and innovate, keeping things simple and learning from doing well, and not so well Be better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term In line with our Fair Pay Charter, we offer a competitive salary and benefits to support your mental, physical, financial and social wellbeing. Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations Time-off including annual, parental/maternity (20 weeks), sabbatical (12 weeks maximum) and volunteering leave (3 days), along withminimum global standards for annual and public holiday, which is combined to 30 days minimum Flexible working options based around home and office locations, with flexible working patterns Proactive wellbeing support through Unmind, a market-leading digital wellbeing platform, development courses for resilience and other human skills,global Employee Assistance Programme, sick leave, mental health first-aiders and all sorts of self-help toolkits A continuous learning culture to support your growth, with opportunities to reskill and upskill and access to physical, virtual and digital learning Being part of an inclusive and values driven organisation, one that embraces and celebrates our unique diversity, across our teams, business functions and geographies - everyone feels respected and can realise their full potential. Recruitment assessments - some of our roles use assessments to help us understand how suitable you are for the role you've applied to. If you are invited to take an assessment, this is great news. It means your application has progressed to an important stage of our recruitment process. Visit our careers website