HSBC Group

Primary Location - UK & Secondary Location - HK

Role Purpose

Talent and Capability Lead plays a critical part in shifting the organization to a skills first mindset, equipping People teams, talent heads and partners and business leaders with the frameworks, tools and guidance needed to make talent decisions based on skills, not just roles or tenure through collaboration, governance and continuous evolution. As automation and AI continue to reshape the nature of work, this role will anticipate shifts in roles, identify emerging capabilities, and guide the organization’s transition toward a skills first operating model.

This role ensures that all core talent processes, such as succession planning, internal mobility, workforce planning and talent identification are designed around key capabilities and anticipate how certain activities will be automated or augmented through technology, how skills / activities are being phased out, or where demand for skills are being reduced / increased.

Principal Accountabilities:

Enterprise Skills Framework & Architecture:

• Lead evolution of a global dynamic skills & capability framework that reflects current roles, emerging capabilities and AI driven job disruption, embedding this framework into core talent processes and platforms to enable consistent language, decisions and development actions across the enterprise
• Partner with Enterprise Learning to create clear taxonomy standards, proficiency levels and protocols for governance and scalability

AI & Future of Work Impact Analysis:

• Conduct regular impact assessments to identify roles or skill areas being augmented, reduced or rendered redundant due to AI automation or business model shifts
• Partner with talent, learning and workforce planning teams to translate this insight into re-skilling pathways, hiring strategies and strategic workforce actions based on future demand.
• Stay connected to market and technology trends to identify new skills & capabilities critical to future competitiveness
• Ensure that succession management, talent identification, internal mobility and career frameworks are fully aligned with the skills & capabilities strategy

Talent Management & Mobility:

• Build and deliver global enablement for People and business users on how to use skills frameworks in practise whether for performance conversations, succession planning, career planning, hiring or development.
• Develop and own talent products to drive adoption and consistency, collaborate with business aligned People teams and talent partners on how they identify and grow talent

Governance & Evolution:

• Help establish governance mechanisms for updating the skills framework as roles evolve, ensuring it remains relevant and responsive. 
• Define and monitor KPIs to measure the maturity and impact of skills-based talent practises

Customers / Stakeholders

• Enterprise Talent and Talent Heads and Talent Business Partners: Apply skills & capability framework to advise leaders on talent planning and succession, utilise skills based hiring for unlocking non-traditional pools and role matching
• Enterprise Learning: Build targeted development pathways based on skills gaps and career pathways
• Workforce Strategy & Insights: Incorporate skills data into forecasting and workforce design and scenario planning.
• Assessment: Incorporate emerging and critical skills and capabilities into the assessment framework

Management of Risk

• The jobholder will ensure the fair treatment of our customers is at the heart of everything we do, both personally and as an organisation. This will be achieved by consistently displaying the Group Values: Dependable, Open and Connected.
• The jobholder will also continually reassess the risks associated with the role and inherent in the business, taking account of changing economic or market conditions, legal and regulatory requirements, operating procedures and practices, management restructurings and the impact of new technology.
• This will be achieved by ensuring all actions take account of the likelihood of risk occurring and by addressing any areas of concern in conjunction with line management and/or the appropriate department.

Observation of Internal Controls

• The jobholder will also adhere to and be able to demonstrate adherence to internal controls. This will be achieved by adherence to all relevant procedures, keeping appropriate records and, where appropriate, by the timely implementation of internal and external audit points, including issues raised by external regulators.
• The jobholder will implement the Group compliance policy by containing compliance risk in liaison with Global Head of Compliance, Global Compliance Officer, Area Compliance Officer or Local Compliance Officer. The term ‘compliance’ embraces all relevant financial services laws, rules and codes with which the business has to comply.
• This will be achieved by adhering to all relevant processes/procedures and by liaising with Compliance department about new business initiatives at the earliest opportunity. Also, and when applicable, by ensuring adequate resources are in place and training is provided, fostering a compliance culture and optimising relations with regulators.
   

Critical Skills, Knowledge & Experience / Qualifications

Future Focused Talent Expertise:

• Deep understanding of skills frameworks, capability modelling and the evolving nature of work
• Experience designing and embedding skills taxonomies across a large-scale organisation
• Exposure to workforce transformation, job redesign or role impact assessments
• Experience and understanding of talent management practices
• Proactively anticipates how technology AI and market shifts will reshape the workforce and adopts strategy accordingly

Strategic Advisory & Change Leadership:

• Experience influencing senior stakeholders and leading change in highly matrix global environments.
• Ability to translate skill shifts into practical workforce and talent strategies
• Works across boundaries and functions to co-create solutions and build confidence in skills-based practises
• Strong facilitation, storytelling and enablement capabilities focused on designing usable practical tools that empower business teams to make better, faster talent decisions
• Encourage cross-region / functional knowledge sharing, collaboration on enterprise initiatives, and removal of silos to maximise impact.

Data driven & insight oriented:

• Comfort using internal data and external labour market intelligence to inform framework & decisions.
• Strong partnership with people analytics and technology teams to identify trends and visualise skills data meaningfully

" For further queries on the role, please contact Gemma Merritt <gemma.merritt@hsbc.com> , Executive Search Partner"