HSBC Group

Business: Human Resources

Location (Country / City): Gurgaon, India

Why Join us:

As an HR Consultant you will be accountable for managing the successful delivery of HR projects and initiatives that support the business strategy set out in strategic people plans. You will work closely with HR Business Partners, HR Advisors and specialists to help design pragmatic solutions to solve business problems, framing complex challenges by leveraging internal and external expertise to deliver solutions that have measurable impact for our business either globally or within country adding commercial value through HR projects.

The HR Consultant will be able to effectively communicate and demonstrate how HR projects and activities:

• Connect the people priorities and the business goals
• Explain and demonstrate understanding of capabilities and interdependencies of leadership, talent, culture, performance and organisation to enable the business strategy through HR initiatives within their area of responsibility

In order to accomplish these outcomes, is expected that the HR Consultant will:

• Manage programme delivery proactively balancing scope, schedule, interdependencies, budget and risks
• Be able to provide oversight to how HR initiatives align to the HR/ Business Strategy and relevant global/ country business/functional People Plans
• Be responsible for effective programme controls and procedures within their given initiatives
• Effectively manage relationships with internal and external stakeholders
• Report progress, issues, dependencies and risks to the relevant governance forum and make recommendations to influence decision making in order to maintain progress towards delivery
• Manage a virtual team if appropriate to meet performance targets aligned to programme objectives and role-model desired behaviours 

What you will do:

Principal Accountabilities: How they are achieved/measured

Impact on the Business/Function

• Create and drive effective project plans and HR initiatives to support delivery of business outcomes outlined in strategic people plans
• Find pragmatic solutions to solve business problems by framing complex challenges and thinking creatively leveraging internal and external expertise
• Execute deployment of HR solutions that have measurable impact through keeping focus on quantifiable difference to the organization and project success
• Analyse workforce trends utilising advanced analytics, formulating insights & recommendations to inform workforce strategy development
• Demonstrate strong leadership and role-model behaviours for the function and business. Advocate and champion the HR delivery model, driving collaboration between HR Consultant and COEs and HRBPs
• Seeks to identify business activity that has an impact on people and structure, and delivering appropriate solutions.

Typical Targets and Measures

• Feedback from business stakeholders and HRLT, Level of involvement/ engagement during and after the project's life cycle
• Progress of the development & deployment of the relevant People Plan
• Feedback from specialist HR areas on the effectiveness of consultation in co-creating solutions for the business
• Project management measurement including time, quality, cost and performance to business case
• Insights driven project aims
• Quantifiable value add to the business.

Managing Change

• Takes responsibility for defining and planning the end-to-end approach needed to deliver a HR intervention successfully
• Use effective change and project management approaches and techniques for gaining commitment to initiatives
• Manages and coordinate the successful execution of plans
• Follow through implementation effectively to ensure it is properly adopted and embedded
• Demonstrates new ways of working to improve business performance highlights business risk arising from change.
• Communicates and articulates change journey and adapting content and behaviour appropriately to the audience encouraging others to do the same.
• Take responsibility for defining and planning advanced change management approaches and techniques for gaining commitment to change initiatives effectively to ensure change is adopted and embedded
• Influences and collaborates with stakeholder and business partners to drive new ideas and adoption of new products and services.
• Work closely with Innovation Leads and Champions to support their innovation journey and to deliver tangible benefits to Global Functions in production.
• Work with sponsors, stakeholders, and SMEs to help gain buy in to ideas, PoCs and plans for production.
• Articulates to stakeholders the targeted benefits and takes appropriate responsibility for benefits realisation
• Supporting where appropriate new training and content to benefit the organisation in dynamic and accessible ways.
• Help to set the pulse and operating rhythm, driving cultural change and ways of working
• Delivers with pace and energy within the team

Typical Targets and Measures

• Effective management of the people initiatives within the HR plan ensuring compliance with consultation procedures and established ER protocols
• Achievement of People activities within change/ HR programmes e.g. FTE reduction/growth, cost savings, upskilling etc. including effective stakeholder management.
• Change/ HR activity Management within the parameters of the People Risk Framework.
• Plans are effectively managed and within timescales

Engaging with Customers/ Stakeholders/ Colleagues

• Collaborate with HRBPs, HRAs, and Centres of excellence to explore and scope possible solutions to business problems
• Partner with the relevant Centres of Excellence teams to understand the advances in technology/analytics and consider how new/different ways of reporting and analysis can bring value to the business.
• Partner with the Analytics teams to undertake medium and long term workforce analysis perspectives, anticipating the impacts of the future of the workforce and how this may impact/benefit project planning and strategic deliverables
• Create collaborative environment in which COEs are included in direct conversations with the business so they feel empowered to really understand the business, its strategy and priorities
• Advocate the right thing to do for customers/stakeholders/colleagues
• Encourage others to demonstrate a commitment to diversity, inclusion and well-being in everyday actions
• Proactively encourage a broad and diverse network of collaborative relationships

Typical Targets and Measures

• Evidence of applying insights and analytics into solutions implementation
• CoE involvement in strategic solutions
• Feedback on ability to build trust

Relationship & Consulting

• Develop and sustain effective working relationships with HR teams, the business and within the HRC community, demonstrating the ability to utilize skill across the organisational matrix.
• Be a role model in team work and in the support and development of others.
• Delivers activity with integrity in business relationships, providing clear, candid, honest and rational input with a focus on solutions.
• Uses successful strategies to establish and grow business relationships; adapting approach to circumstances and people.
• Champions advocacy, and is aware of employee sentiment and the impact on decision making through a practical understanding of issues on the ground.

Typical Targets and Measures

• Stakeholder feedback
• Agreed SLAs achieved/ exceeded
• Post Implementation Review feedback on specific interventions
• Added value through a consultancy approach with the business
• Movement in relationship from transacting to business support and resolution.
• Level of understanding of the Business agenda and strategy.
• Impact of HR relationship in building cohesive values.

Operational Effectiveness & Control

• Determine appropriate project staffing and associated responsibilities. Set high expectations concerning quality and put in place quality assurance processes. Support the business partner to build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate.
• Report progress, issues, dependencies and risks to the relevant governance forum and make recommendations to influence decision making in order to maintain progress towards delivery and benefits realization. Ensure the smooth and timely handover of project activity in to the business as usual HR team.
• Brief COEs partners on the programme deliverables and required outcomes, involving the COEs in the building of the project plan as relevant including effective and relevant deployment of COE product offering which fulfil the business needs
• Builds a successful network of knowledge across the Centres of Expertise and HR Business Partners through tools, such as collaboration software, removing duplication of work and actively encouraging innovation
• Understand and champion the HR service delivery model – using positive and helpful language with customers putting the HR and Business Customer in the centre of what we do
• Understand and champion all HR policies and procedures and challenge and continually raise concerns as relevant where processes are not being followed and process improvement reviews are required.

Typical Targets and Measures

• Feedback from the HR areas of expertise on the effectiveness of consultation in co-creating  solutions for the business
• Evidence of proactive avoidance of Employee or Industrial Relations issues through effective consultation and risk management
• Application of HR model as intended
• Personal capability level in areas of expertise.
• Client utilization of HR Functional Expertise and facilities

Major Challenges

• Support the design, delivery and enablement of global and local People Strategy.
• Apply several skills at once (such as business acumen, data judgment, leadership)
• Develop strong relationships with HR colleagues globally and within country as appropriate.
• Consistently manage a balance between the business change initiatives and HR driven initiatives intended to grow engagement with a backdrop of industry pressures, changes in the economy and ongoing revenue and cost challenges
• Manage a balance between organisational need, employee need, customer need and the HR teams’ ability to deliver and change.

Role Context

• HSBC operates in a fast paced, fiercely competitive and heavily regulated world-wide Financial Services market. 
• The role sits within the HR Business Partnering framework, supporting the People Agenda

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 behaviours required to support the Best Place to Bank principles of Make Better Products, Sell Them Properly and Keep Them Sold.
• The jobholder will also continually reassess the operational 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 operational risk occurring.
• Also 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.

Role Dimensions

• Providing support to the Lead HR Consultant and, or Country and Global Head of HR as appropriate.
• As roles operate in a matrix environment and across global and local markets the role holder should exercise awareness and knowledge of their local business and country change agenda.

What you will need to succeed in the role

• Experience of working in an HR environment consisting of business relationship management with business leaders supported by shared services and areas of expertise
• Experience in transformation/change and/or project management/consulting roles
• Relevant project management qualifications and CIPD accreditation (desirable but not essential)
• Role model and ambassador for HSBC behaviours, and the 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; can deal with a high level of ambiguity and has the ability to re-prioritise in very short timescales.
• Flexibility, tenacity and resilience to deal with business demands during periods of high workload

What additional skills will be good to have?

• Change Management, Consulting Agility
• Business Impact & Diagnostic
• Relationship & Consultancy
• Design Thinking, Statistical Analysis and Project Management skills                          
• Demonstrated knowledge of resourcing / diversity & inclusion and planning methodology and ability to apply this to anticipate and prioritise demand in the business. 
• Educational degree / qualification in Behavioral sciences and decision making will be highly preferred.
• Experience in Experimental design and deployment will be highly preferred.

You’ll achieve more at HSBC 

HSBC is an equal opportunity employer 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. We encourage applications from all suitably qualified persons irrespective of, but not limited to, their gender or genetic information, sexual orientation, ethnicity, religion, social status, medical care leave requirements, political affiliation, people with disabilities, color, national origin, veteran status, etc., We consider all applications based on merit and suitability to the role.”

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