HSBC Group

GCB 3

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If you’re looking for further opportunities to develop your career, take the next step in fulfilling your potential right here at HSBC.

This team leads the implementation of the Group’s people strategy in line with our business objectives. It facilitates talent management, succession planning, and employee mobility while defining and overseeing frameworks that support employee performance management, reward, learning and development, resourcing and engagement. 

We are currently seeking a high calibre professional to join our team as Lead HR Consultant CIB.

Role Purpose

To provide proactive HR Consultant support to the HR and Business Leadership teams, helping to create, deliver and implement a people strategy that will support the achievement of the business strategy, either globally or within country.  To work with HR Technical Partners (Learning, Talent, Development and Reward) to ensure the design and development of specialist products are aligned to the overall People Plans and drive efficiency and add commercial value through these activities.

The Lead HR Consultant will deliver and provide:

• A clear line of sight between the people priorities and the business goals 
• Translation of people activity into Future Shape of the Workforce plans
• Effective cost and FTE tracking in collaboration with Finance and programme teams to key stakeholders 
• A clear definition of the capabilities and interdependencies of leadership, talent, culture and organization to enable the business strategy 
• A foundation for all down-stream HR planning and execution (at relevant business, function and geographic levels) 

To accomplish these outcomes, is expected that the HR Consultant will:

• Drive programme delivery proactively balancing scope, schedule, interdependencies, budget and risks
• Provide focus as to how the programme aligns to the HR/ Business Strategy and relevant global business/function People Plans and to the change portfolio across HSBC
• Define effective programme controls and procedures
• Set high expectations concerning quality and put in place quality assurance processes
• Manage relationships with internal and external suppliers 
• Report progress, issues, dependencies and risks to the relevant governance forum and make recommendations to influence decision making to maintain progress towards delivery and benefits realisation
• Lead the team to meet performance targets aligned to programme objectives and role-model desired behaviours 

Principal Capabilities:  

Business Impact

• Drive the change initiation, design and delivery of the People Plan 
• Use knowledge and understanding of the business strategy and business model (and relationship to the people agenda) to impact/improve business results 
• Understand the commercial impact of HR interventions, managing demand and prioritising resources and activities 
• Proactively identify and predict the impact of the business strategy on people and structure and delivering appropriate solutions 
• Translate business needs into HR services; delivering people-based solutions that support the business in achieving its goals 
• Systematically breaks down issues to cut through complexity and gain clarity on business situations 
• Builds a culture that encourages open discussion and information sharing at all levels to facilitate strategic understanding.

Change Management

• Lead and visibly champions change and creating momentum for any change process. Creates an environment where necessary changes can be effectively implemented and embedded transitioning employees at speed and pace 
• Develop interventions that effectively deliver the people-related aspects of change 
• Plan, organise and manage the network of related activities and resources that deliver the successful completion of change projects 
• Use personal judgment and experience to shape change proposals, demonstrating an understanding of internal best practice 
• Lead the planning of all aspects of people change and transition to the end state, including desired future capabilities, FTE, cost tracking and ways of working 
• Assess and plan for change impacts and identify resistance to change, ensuring minimal disruption to business as usual, mitigating impacts and addressing challenges, to embed sustainable ways of working 
• Inspires and drives high-performance and engagement within the consultancy team 

Operational Excellence

• Drive the effective and efficient deployment of HR products and services into the business 
• Anticipate and identify the HR operational risk to business performance, reputation and the HSBC brand 
• Role model excellence in HR practice. Convincingly demonstrate the value of HR to the business and confidently advise the business on the potential consequences of legal, compliance and governance issues 
• Role model excellence in all aspects of the People Strategy; demonstrate the value of the People Strategy to the business 
• Continually review HRC activities against Business Activity, People Plans and BAU Runway activity to ensure that they are prioritized appropriately in a changing strategic business environment

Relationship & Consulting

• Develop and sustain effective working relationships with HR Leadership, the business and within the HRC community, demonstrating a strategic approach to relationship development across the organisational matrix 
• Build effective relationships and collaborate with HR colleagues in the Global/ Country HR team both centrally and internationally. Be a role model in teamwork and development of others 
• Demonstrate a personal focus on business outcomes, build and maintain status and visibility as a trusted advisor and collaborative partner 
• Consistently deliver with integrity in business relationships, providing clear, candid, honest and rational input with a focus on solutions 
• Engage the business in the relevance of the HR agenda to their business, adapting approach to suit differing circumstances and people 
• Develop and apply own strategies to establishing business relationships, adapting approach to circumstances and people 
• Be a credible advocate for the business across the HR function; ensuring client expectations are understood 
• Be a credible advocate for employees; aware of employee sentiment and the impact on decision making through a practical understanding of issues on the ground 

Functional Expertise

• Demonstrate a comprehensive understanding of how HR adds value and delivers value to the business through integrated HR Services 
• Access, mobilise and deploy HR Business Partner and specialist resources in support of functional and business objectives and to deliver technical expertise to the business, interpreting client needs for specialist colleagues 
• Build expertise and credibility through the team, identifying and deploying values-based best practice in a multi-cultural context 
• Ensuring client solutions are delivered professionally in line with HSBC values, meeting diverse cultural expectations and regional needs 
• Uses professional judgement and personal credibility to challenge existing ways and have a positive impact on the business 
• Leads complex decision-making processes with rigorous and critical thinking to help internal customers make the right decisions

Knowledge and Experience 

• Experience of working in an HR environment consisting of business partnering/relationship management with senior business leaders supported by shared services and areas of expertise. Relevant qualifications and CIPD accreditation
• Strong interpersonal skills, confident and ability to work at all levels within a global business environment
• Role model and ambassador for HSBC and their executive manager, behaving in a way that adheres to and displays the HSBC values
• Professional, polished, ability to deal assertively but sensitively with internal and external customers across a matrix environment
• Strict adherence to the requirements of confidentiality. Discretion and integrity essential
• Calm under pressure; ability to re-prioritise in very short timescales
• Flexibility, tenacity and resilience to deal with business demands during periods of high workload 
• Key Capabilities  - Change Management, Consulting Agility
  • Business Impact
  • Relationship & Consultancy
  • Functional Expertise                            
• Good understanding of organisation design and development principles, tools and methodologies
• Thorough understanding of resourcing / diversity & inclusion and planning methodology and ability to apply this to anticipate and prioritise demand in the business
• Thorough working knowledge of employee relations practice and keep up to date with emerging issues and the implications of changes in labour legislation
• Practical understanding of leadership development and ability to coach business leaders and leadership teams to drive improved organisational and business performance

Your local internal application policy should be followed. For internal applicants in Hong Kong with less than twelve months in their current role, please also obtain and enclose the endorsement from your current line manager in the application as well; for more information, you can visit HRDirect and search for content "HKG: Do I need any approval to look for internal career opportunities?".

Opening up a world of opportunity 

HSBC is committed to building a culture where all employees are valued, respected and opinions count. We take pride in providing a workplace that fosters continuous professional development, flexible working and opportunities to grow within an inclusive and diverse environment. Personal data held by the Bank relating to employment applications will be used in accordance with our Privacy Statement, which is available on our website. 

Issued by The Hongkong and Shanghai Banking Corporation Limited.