Job Summary

•    The Lead, HR Advisor will manage a group of HR Advisors who deliver impactful advisory services through critical interactions with People Leaders and Colleagues. The role will combine these team management responsibilities with delivery responsibilities including interactions with People Leaders and strategic people priorities.
•    The role holder will enable effective prioritisation of work within the team to ensure that a high standard of service is provided to people leaders and the business. They will ensure effective communication of recurring people challenges to the Cluster Lead so that these can be addressed by people interventions across Centres of Excellence or via strategic people priority delivery. 

Key Responsibilities

Business
•    Ensure effective prioritisation and allocation of work across a team of HR advisors, taking into account required expertise, both business and functional 
•    Proactively identify and collaborate with others across the function to mitigate recurring people challenges and themes across People Leader interactions which may require broader HR interventions. 
•    Apply guidance and leading practice shared by HR Centres of Excellence to interactions with People Leaders, and enable wider team of HR advisors to do the same 
•    Work directly with People Leaders to provide impactful advisory and guidance at critical interactions including but not limited to navigating challenging people situations, as they become a new people leader, managing effective development conversations.  
•    Drive the execution, implementation and/ or operational of scalable HR programmes and initiatives linked to the People Plan, partnering with other HR roles where required 
•    Collaborate effectively with Centres of Excellence (CoE) and Business/ Cluster.
•     Leverage, align and integrate communication strategies and key insights from Centres of Excellence (CoE), adapting according to Business/ Cluster requirement
•    Ensure global performance and measurement requirements are fulfilled to support effective delivery
Processes
•    Support in driving and delivering people priorities through People Leader interactions and involvement in targeted initiatives aligned to the plan 
•    Lead the diagnosis and effective resolution of people issues, with an emphasis on de-escalation and informal resolution where appropriate, collaborating with People Leaders and ER specialists as needed and utilising established principles, standards and guidelines
•    Ensure agreed standards and SLAs are met through delivery of agreed process scope
•    Collaborate effectively with Centres of Excellence (CoE) and Business/ Cluster
•    Leverage, align and integrate communication strategies and key insights from Centres of Excellence (CoE), adapting according to Business/ Cluster requirement.
•    Support People Leaders to ensure simple, effective and client-focused implementation of key HR processes (e.g., Talent Management, succession planning, Year End) 
•    Monitor efficiency and effectiveness of process delivery, identifying opportunities for continuous improvement 

People & Talent
•    Coach and develop HR advisors within the cluster to enable them to fulfil their potential and deliver an excellent service to People Leaders and colleagues
•    Coach and develop people leaders to reinforce their expected role in enabling a high-performance culture and building people leader capabilities through interactions across the geographical cluster, meaning that colleagues benefit from an enhanced experience. 
•    Support in driving and delivering the people agenda by strengthening People Leader capability, enabling a culture of high-performance, fostering sustainable working and driving positive behaviour through defined interactions
•    Lead the diagnosis and resolution of conduct concerns of a lower complexity and risk, collaborating with People Leaders and ER specialists as appropriate
•    Partner with HRBPs and other HR teams on specific strategic priorities related to the People Plan such as OD reviews, Target Operating Model (TOM) implementation and Diversity and Inclusion initiatives 
•    Support and coach People Leaders to ensure simple, effective and client-focused implementation of key HR processes (e.g., Talent Management, succession planning, Year End) 
Risk Management
•    Highlight thematic risk & control responses within the country/ cluster 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 adherence with the highest standards of ethics, and compliance with relevant policies, processes and regulations among employees’.

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
•    Global/Country HRBPs
•    Country/ Cluster Head of HR
•    People Leaders
•    Colleagues from HR Specialist Delivery & Operations, Performance, Rewards & Benefits (PRB), Employee Relations, Resourcing and People Capability Teams
Other Responsibilities
•    Embed Here for good and Group’s brand and values; Perform other responsibilities assigned under Group, Country, Business or Functional policies and procedures

Skills and Experience

•    Manage Conduct
•    Manage Risk
•    Manage People
•    Business Partnering
•    Organisational Change Management 
•    Coaching and Development
•    Effective Communication
•    Influencing Through Expertise
•    People Management  
•    Prioritisation
•    Organisational Effectiveness
•    Stakeholder Engagement 
•    Employee Relations
•    Performance Management 
•    Talent Management 
•    Data and Analytics 
•    Culture and Leadership
•    Legal and Regulatory Environment
•    Policies, Standards and Procedures

Qualifications

Membership
•    Desirable membership with professional associations
Certifications
•    Desirable Professional certifications in HR
Languages
•    English

About Standard Chartered

We're an international bank, nimble enough to act, big enough for impact. For more than 170 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
• Are better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term

What we offer

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 leave, parental/maternity (20 weeks), sabbatical (12 months maximum) and volunteering leave (3 days), along with minimum 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.