HSBC Group

Role Purpose

Support the growth of the business in a simple, customer focused way.   The Market Talent Head is accountable for the activation of Talent and Talent Acquisition strategies aligned to business strategy for Hong Kong, ensuring HSBC attracts, develops, and retains top talent.

This is a leadership role responsible for the people management and strategic oversight of aligned markets.

Accountable for the delivery of proactive succession management, recruitment delivery, workforce strategy fulfilment and talent management across all Businesses, Group Infrastructure and entities within the respective market.

Accountable for partnering to deliver a sustainable Inclusion practices across Asia and the Middle East.

Principal Accountabilities

Impact on the Business/Function

Talent Strategy Activation

• Accountable for partnering with business and People stakeholders locally to understand and respond to business priorities through the delivery of Talent and Talent Acquisition strategy and solutions.

• Contribute to the skills strategy aligned to Workforce Strategy with shared accountability for embedding skills strategies across Talent and Talent Acquisition.

Talent Acquisition

• Accountable for the market Talent Acquisition strategy.

• Responsible for the delivery of volume and specialist hiring within market for all Businesses, Group Infrastructure and entities, ensuring fulfilment of the demand plan.

• Accountable for working across the operating model ensuring an exceptional experience is delivered.

• Accountable for aligning, enabling, and activating global campaigns and experience practices through the region across Employer Branding, Inclusion and internal mobility.

Succession Planning, Talent Identification and Development

• Lead succession planning with business aligned talent team members focused on Local Critical Roles successor development and increased succession readiness. 

• Support the delivery of Talent processes that identify and address capability gaps, facilitate internal talent mobility and external talent pipelining.

• Collaborate with Enterprise Learning for learning required to support the talent strategy.

Team Management

• Accountable for building and leading a high performing Talent delivery team aligned with the simplified proposition.

• Responsible Talent delivery teams within the respective market.

Stakeholder Management

• Responsible for proactively partnering with HR colleagues to ensure the provision of fair selection processes and onboarding.

• Build strong relationships with key stakeholders across the organization to promote a culture of talent development and succession planning.

Performance, Risk & Financial Management:

• Accountable for continuously assessing and improving talent performance metrics, utilizing data analytics 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.

Customers / Stakeholders

•             Market CEO, Market COO, Market OpCo and Chief of Staff teams

•             Market Heads of People 

•             Enterprise Talent Business and Group Infrastructure teams and COEs ensure alignment on delivery of business priorities, employer branding future state demand plans/blueprints.

•             Talent Capability Centre Leads (destination model): to align market recruitment activities as appropriate to ensure consistency of the Talent Acquisition Service Delivery Model.

Skills

• Talent and Succession Management: understanding of talent management strategies anchored in succession.

• Talent Acquisition Service Delivery: Ability to advise on a wide range of TA issues, using network to efficiently navigate colleagues to the appropriate place, creating time/cost savings for the function and the Bank. Reviews analytics and reports around support metrics to advise on how to continuously improve the function.

• 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 and 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.