Job Summary

•    This role could be based in Singapore and India. When you start the application process you will be presented with a drop down menu showing all countries, Please ensure that you select a country where the role is based.

•    The primary responsibility of this role is to ensure that CRES and SCMs strategic and operational objectives are achieved through the delivery of a fit for purpose People Plan to encompass the right skills, people, processes, and capabilities. This role reports to the Head of Strategic Change, SCM & CRES and is accountable for providing both strategic and operational support and business leadership leveraging Bank-wide CoEs and guidance to ensure the achievement of business priorities

Key Responsibilities
 

•    Support the COO on people transformation initiatives for CRES and SCM as required. This includes partnership integration efforts as part of the outsourced model; workforce transition/change management process; employee communications support; project leadership; and the provision of advice and counsel regarding the right skills mix for the future to support of Rote, CX and EX. 
•    Lead HR preparations for implementation of any material organisation changes. 

•    Engage with the respective Management Team (MT) to ensure an inclusive and engaging culture, a compelling employment brand, diversity of talent and organisational and leadership capability.
•    Embed and evolve (as necessary) the broader departments employee value proposition, optimising all aspects of employee experience to attract, retain and develop talent. This includes design and development of Employee Onboarding Programs, ensuring induction programs are a quality experience for new employees that promote increased engagement and productivity.
•    Identify appropriate employee engagement measures and work with the MT to develop strategies to help drive retention and engagement.
•    Develop and evolve (as necessary) a Diversity & Inclusion framework and be accountable for delivery and tracking of all initiatives.
•    Provide change management support to stakeholders.
•    Develop effective communication strategies to support People and Culture initiatives.
•    Engagement: Implement actions to improve team engagement, motivation, and overall team experience.

•    Engage with the MT and other relevant stakeholders or experts to evaluate and identify capability requirements.

•    Translate requirements into a divisional capability strategy and plan, and individual development interventions (for example functional competencies, leadership capability and team effectiveness). This involves:
•    engaging with the Learning COE and MT to ensure participation of target audience,
•    providing suitable development offerings to build specific Property organisational capability,
•    assessing success of the capability strategy in building capability for Property
•    Provide coaching support and leadership development for the PMT and Senior Managers 
•    Lead the talent and succession agenda for CRES and SCM within the corporate framework. This includes managing the biannual talent review processes; ensuring robust plans are put in place to drive a high-performance culture; and talent pipelining to ensure succession health within CRES and SCM and the broader business.
•    Performance & Reward
•    Champion the performance and reward processes within the corporate framework. This includes managing the annual performance review, conducting calibration, and advising on merit review recommendations as needed.
•    Development plans: Team members have clear, actionable development plans that are regularly reviewed and discussed.
•    Champion the spot Incentive Plan to successfully motivate and reward employees for reaching and exceeding goals and driving business performance throughout the year creating a culture of celebration and achievement.

•    Develop and evolve mechanisms and methods to gauge the effectiveness of our people programmes.

•    Effective financial management of agreed creative budgets for each initiative, ensuring value for money

•    Manage relationships and interface with cross-functional and cross-team stakeholders, including owning the relationship with HR and the wider S&T team.
•    Collaborates with partnership HR resources to ensure partnership team engagement maximised and aligned to retained team messages. 
•    Manage all aspects of the project driven headcount control and associated financial control processes for CRES and SCM.  This will include modelling transformation scenarios to inform decision making on new hires. 

•    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.
•    Lead to achieve the outcomes set out in the Bank’s Conduct Principles: [Fair Outcomes for Clients; Effective Financial Markets; Financial Crime Compliance; The Right Environment.]
•    Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.

Skills and Experience

Our Ideal Candidate 

• 8+ years of experience in leading HR preparations for implementation of any material organisation changes
• Identify appropriate employee engagement measures and work with the MT to develop strategies to help drive retention and engagement
• Support the COO on people transformation initiatives for CRES and SCM as required. This includes partnership integration efforts as part of the outsourced model; workforce transition/change management process; employee communications support; project leadership; and the provision of advice and counsel regarding the right skills mix for the future to support of RoTE, CX and EX.
• Lead the talent and succession agenda for CRES and SCM within the corporate framework. This includes managing the biannual talent review processes; ensuring robust plans are put in place to drive a high-performance culture; and talent pipelining to ensure succession health within CRES and SCM and the broader business.
• Manage relationships and interface with cross-functional and cross-team stakeholders, including owning the relationship with HR and the wider S&T  team

  Role specific Technical skills

•    Communications – written.
•    Communication – verbal
•    Communication – visual
•    Negotiation and persuasion 

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.

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 www.sc.com/careers