HSBC Group

Talent Business Partner - Banking East / West
GCB4
UK/HK

Role Purpose
Support the business in a simple, customer focused way.  The Talent Business Partner is accountable for activating the talent strategy for their assigned business or function, combining both Talent Acquisition and Talent Management, aligned with business strategy and strategic workforce plans.  The Talent Business Partner is a trusted advisor to business and people stakeholders, using data and insights to drive impactful talent strategies across the defined portfolio at OpCo-2 and below. 
 

The role will work across the Talent operating model and wider PG&C ecosystem to drive execution, ensuring HSBC attracts, develops and mobilises talent to drive business outcomes.

Principal Accountabilities

Talent Strategy Activation:

• Accountable for leading and activating a comprehensive and future focused talent strategy that encompasses both Talent Acquisition and Talent Management, , ensuring alignment with business strategy and workforce needs.

Workforce Fulfilment Strategy:

• Accountable for supporting the alignment of capability and capacity planning as part of the new Enterprise Talent proposition resulting in a fulfilment strategy to deliver the future workforce.
• Responsible for driving the interlocks to activate the workforce fulfilment plan across the respective portfolio
• Responsible for inputting into the demand plan for the business, including how activity should be grouped in alignment of skills, where work should be delivered from and what proposition is required to attract talent.

Demand Planning:

• Accountable for driving the hiring demand plans for the respective portfolio.
• Responsible for operationalizing and across the Talent Acquisition service delivery model.
• Accountable for identifying priority skill opportunities for in alignment with the Business strategy for respective portfolio, demand plans and labor market intelligence.

Talent Acquisition:

• Accountable working across the Talent Acquisition delivery model, ensuring hiring execution across all segments is aligned to fulfillment of the Talent Strategy and Demand Plan.
• Responsible for partnering with Executive & Leadership Lead and Emerging Talent Lead with requirements for respective portfolio.
• Accountable for shaping the attractions needs for respective portfolio, working closely with Employer Brand, to create assets and campaigns, driving competitive advantage.

Succession Planning:

• Accountable for supporting the Talent Head in the creation of succession plans for Enterprise Critical roles and where appropriate, Business Critical roles, ensuring internal talent pipelines are identified, developed and aligned to strategic priorities, current and future capability gaps and diverse in nature.
• Responsible for  leading and driving analysis to be used for talent and succession plan reviews with Business Operating Committee.
• Responsible for partnering with Executive Talent Acquisition to ensure external succession options and fulfilment strategies are adhered to, where required.
• Responsible for engaging talent and succession processes which empower employees and build trust.  

Talent Identification and Development:

• Responsible for identifying those with the potential to be successful in our most critical roles, and / or in areas identified for future growth.
• Accountable for operationalizing deliverables aligned to develop diverse and high-quality talent pipelines through targeted actions.
• Accountable for driving Capability Planning.  Proactively identify business specific capability and skills requirement to run, grow and transform the business.  Interlock with Learning for activation where required.

Stakeholder Management:

• Responsible for partnering with the Operating Committee -2 and below and People Business Partners to understand business priorities and represent these in the creation of the Talent Strategies.
• Trusted advisor to senior Business stakeholders, leveraging data and talent intelligence to influence and drive talent outcomes
  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 cost disciple aligned to the Business Aligned Talent budget.

Critical Skills, Knowledge & Experience / Qualifications

• Business / Function Domain Knowledge: The ability to understand the products & services the respective Business delivers and the wider forces / external & internal environment that is required to operate within.
• Talent Strategy: The ability to activate a strategy to drive the workforce of the future and fulfilment in line with business objectives.
• Talent Acquisition:  The ability to advise on a wide range of Talent Acquisition specialisms and capabilities to achieve demand plan fulfillment and deliver an exceptional experience.
• Workforce fulfilment: Expertise in operationalising a comprehensive workforce fulfilment strategy that maximises talent acquisition and management.
• Data Literacy: The ability to analyse, understand and communicate talent intelligence and hiring performance metrics to drive effective workforce fulfilment decisions. 
• Collaboration: The ability to work together and share information with, within and across boundaries, to achieve a common goal. 
• Stakeholder Management: The ability to proactively consult, manage and engage with Senior Business Stakeholders to deliver their strategic priorities.  Challenge where required, resolve conflicts, and to ensure people have a joint understanding. 
• Leadership: the ability to lead a global team, both direct and indirect leadership, ensuring capacity and resource is aligned to delivering outcomes and key results across the talent portfolio. 
• Business Insight: The ability to understand and interpret financial, external talent intelligence and internal workforce fulfilment performance to find meaning resulting in benefits or competitive advantage.
• Commerciality: The ability to understand how the business can expand its profit and develop a competitive edge in the market and how Talent is key to driving this.
• Storytelling: The ability to talk about the business and Talent concepts, ideas and facts in an engaging and relatable way to act as the voice of the candidate.
• Diversity, Equality & Inclusion: The ability to promote the fair treatment and full participation of Talent in all activity and challenge decisions or behaviours that do not align to the bank's policies.