HSBC Group

Role Purpose

Talent Intelligence and Sourcing Strategy Lead is responsible for shaping and operationalizing sourcing strategies that are grounded in real time talent market intelligence and align to future capability needs. This role enables the organisation to attract, engage and convert the right talent by defining who we are looking for, where they are, what they care about and how to reach them in a differentiated way.

This leader plays a pivotal role in identifying and codifying candidate personas and behavioural insights translating them into sourcing blueprints and campaigns tailored to specific talent segments. They also guide the regional and business aligned recruiting teams with actionable insights, strategies that position the company as an employer of choice, helping the organisation win the global competition for talent.

Principal Accountabilities:

Global Sourcing Strategy & Blueprints:

• Design sourcing playbooks tailored to different personas and business needs, detailing channels content, outreach tone, EVP focus and conversion tactics grounded in human hiring.
• Embed askills first and inclusive lens into all sourcing strategies to access a broader, more diverse talent pool
• Enable business aligned recruiting teams with reusable toolkits, templates and methods to activate these strategies at scale

Talent Market Intelligence & Insight

• Partner with external providers and internal analytics teams to continuously scan the internal and external talent markets
• Identify where talent sits, how competitive the landscape is and what it would take to attract them, informing workforce and location strategy, translating these into proactive sourcing plans and stakeholder ready narratives
• Collaborate with employer branding team to tailor the EVP for different segments / locations and ensure consistency and resonance of messaging across channels
• Ensure sourcing strategies reach diverse and underrepresented talent pools.

Horizon Scanning & Trend Monitoring

• Monitor broader macroeconomic demographic and technological trends shaping the global labour market 
• Provide foresight into emerging risks and opportunities e.g. shrinking STEM pipelines, shifts in remote work preferences, AI-related role evolution, feeding this insight into sourcing strategies, location decisions and workforce planning

Customers / Stakeholders

• Hiring Managers / Business Leaders: Leverage talent market insight for hiring decisions, EVP tailoring and location strategy.
• Employer Branding & Experience Team: Align attraction messaging with persona insights and market trends, collaborating on events / candidate pipeline management.
• Workforce Fulfilment and Talent Strategy: Integrate sourcing and market intelligence into long term capability and location planning
• Enterprise Talent & Enterprise Learning: Use sourcing strategy playbooks and insights to influence workforce fulfilment strategies, increasing speed and reducing cost.
      

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

Sourcing Strategy Development and Deployment:

• Deep expertise in candidate segmentation, persona development and strategic sourcing across multiple global markets and platforms
• Experience in operationalizing sourcing blueprints or campaigns within large matrix recruitment environments
• Strong understanding of sourcing channels, digital platforms and trends

Talent Intelligence & Market Insight:

• Proven ability to work with internal and external data sources to generate actionable market intelligence 
• Skilled at synthesising talent trends and competitive intelligence to inform sourcing strategy, workforce planning and business engagement
• Ability to anticipate market shifts and translate early signals into proactive sourcing actions
• Experience working with employer branding teams to localise EVP and develop segment specific messaging and attraction strategies

Enablement & Capability Building:

• Demonstrated ability to train, coach and empower regional and business aligned sourcing teams to adopt personalised and data informed sourcing strategies
• Experience creating toolkits, frameworks and upskilling initiatives that elevate the sourcing maturity across a global TA function 
• Skilled in building recruiter confidence and capability in proactive pipelining, outreach and relationship-based talent engagement
• Link sourcing initiatives to broader workforce goals, tracking ROI, cost per hire and channel effectiveness
• Skilled in using dashboards and reporting tools to communicate sourcing impact and continuously refine approaches based on performance data

People Leadership:

• Track record of setting clear goals, creating an environment where team members deliver at pace in a global setting.
• Experience in upskilling teams in consultative skills to operate as trusted advisors to the business.
• Ability to inspire influence and lead teams through organisational change 
• Create an environment where diverse perspectives, cultures, and working styles are valued and integrated into decision making.
• Use coaching and feedback to help team members build confidence, stretch their skills, and achieve career growth.

• Encourage cross-region / functional knowledge sharing, collaboration on enterprise initiatives, and removal 

   

   

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