HSBC Group

Head of Talent Management, Asia and Middle East 
GCB3
Hong Kong, Singapore, India, China, UAE

Role Purpose

Focusing on what is unique and critical for Asia, Middle East and Hong Kong, this new role is accountable for leading a small, specialized Talent Management team, developing talent solutions based on the requirements of the business strategy.  This is a leadership role, focused on ensuring HSBC develops and retains a high performing and diverse talent pool spanning all levels of the bank.

Accountable for the delivery of proactive succession management, workforce strategy fulfilment and talent management, this role is also accountable for partnering to execute sustainable Inclusion practices across Asia and the Middle East.

Principal Accountabilities

Impact on the Business/Function:

Talent Strategy Activation

•    Accountable, in partnership with the Head of Talent for collaborating with business and People team stakeholders across Asia and Middle East to understand and respond to business needs through the design and delivery of best practice talent solutions.
•    Collaborate across Enterprise Talent to link talent supply, demand and insights; aligning talent practices across Asia and Middle East in a way that maximizes cumulative value for the business.
•    Prototyping and testing new ways of accelerating careers – addressing systemic challenges such as stasis, talent retention and retirement with innovative talent solutions. 
•    Partner with the Talent Solutions team to develop highly relevant workforce analytics and external market insights to support decision-making and forecast talent needs 
•    Contribute to the skills strategy, aligned to Workforce Strategy with shared accountability for embedding skills strategies across Talent and Talent Acquisition
•    Partnering with Employer Brand to design and execute ways exceptional experience can be codified and amplified as part of talent engagement.

Succession Planning and Workforce Development

•    Mature and integrate succession management practices focused on delivering systemic developed that increases succession readiness.
•    Lead succession planning with business aligned team members, focused on ECR and BCR successor development.  
•    Lead strategic workforce plan execution with business aligned team members and COOs
•    Collaborate with Enterprise Learning for learning required to support the talent strategy.

Performance, Risk & Financial Management:

•    Accountable for continuously assessing and improving talent performance metrics, utilizing talent insights to inform decision-making.
•    Accountable for identifying and mitigating risks associated with talent and workforce fulfilment, ensuring compliance with internal policies and external regulations.
•    Responsible for driving cost disciple aligned to the centralized recruitment FRP.
•    Accountable and for continually identifying and mitigating risks which may hinder delivery of operational service deliver and proactively using data to identify and embed continual improvements.
•    Accountable for aligning, enabling, and activating global campaigns and experience practices through the region across Employer Branding, Inclusion, People Capability and internal mobility.
•    Build strong relationships with key stakeholders across the organization to promote a strong culture of talent development and succession planning.

Customers / Stakeholders:

•    Asia and Middle East OpCo’s and Chief of Staff teams 
•    Head of People Asia and Middle East, Group Head of Enterprise Talent, 
•    Regional HR Business Partners and Market Head’s of People
•    Enterprise Talent Global Businesses and COEs ensure alignment on delivery of business priorities, employer branding future state demand plans/blueprints.
•    PG&C Global Business, Functional and Segment Leads: Strong partnering with Group and Business aligned leads to maximize business outcomes.
•    Executive & Leadership Talent Acquisition: Partner in the recruitment of senior roles within region, supporting succession development and career progression for senior regional talent
 

Critical Skills, Knowledge & Experience / Qualifications

•    Strategic Thinking:  Experience aligning talent strategies with organizational goals.
•    Project Management:  Experience leading talent initiatives from design to execution.  Ability to manage multiple projects simultaneously.  
•    Talent and Succession Management: understanding of talent management strategies anchored in succession.
•    Inclusive talent strategy and practices:  Advocacy for fair and equitable treatment, commercial inclusion and challenge decisions or behaviours that do not align to the bank's policies.
•    Relationship Management: Ability to build strong and lasting relationships with priority customer, client, community and stakeholder groups and using experience and situational judgement to respond to unique needs. Manages time and priorities effectively across a wide range of stakeholder groups to support the strategic priorities of the Bank.
•    Business Transformation:  Leading and delivering sustainable change in an international context, continuous improvement and service excellence
•    Leadership: The ability to help people work together cohesively and commit to achieving a common goal, maximizing their potential and productivity.  Lead, develop and coach sizeable cross-cultural teams.
•    Financial & Budget Management: ability to define plans and budgets which identify value for revenue and opportunities for cost reduction. Draws accurate conclusions from financial information and makes insightful strategic financial decisions in planning and monitoring performance.
•    Planning, Tracking, Reporting & Governance: Provides reporting on progress on demand plan, status, risks and issues and resolves high priority issues affecting services, taking accountability for service quality, and identifying opportunities for improvement.