Head of Talent, Philippines

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HSBC is one of the largest banking and financial services organisations in the world, with operations in 64 countries and territories. We aim to be where the growth is, enabling businesses to thrive and economies to prosper, and, ultimately, helping people to fulfil their hopes and realise their ambitions.

We are currently seeking an experienced professional to join our team in the role of Head of Talent, PH

Supporting 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 - ensuring HSBC attracts, develops and retains top talent.

This is a leadership role responsible for key business stakeholder relationships.

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 market.

Also accountable for partnering to deliver sustainable Inclusion practices for the Asia and the Middle East.

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 Planning 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 Enterprise Talent strategy.
  
  

Stakeholder Management

• Responsible for proactively partnering with People team, regional and country leaders, colleagues to ensure the provision of fair selection processes, onboarding and development of talent.
• 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 discipline aligned to the centralized recruitment FRP.
• Accountable and for continually identifying and mitigating risks which may hinder delivery of operational service delivery and proactively using data to identify and embed continual improvements.
• 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.
  
  

Customers / Stakeholders

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

Management Of Risk (Operational Risk / FIM Requirements)

• The jobholder will ensure the fair treatment of our customers is at the heart of everything we do, both personally and as an organization. This will be achieved by consistently displaying the Group Values: Dependable, Open and Connected.
• The jobholder will also be taking account of changing economic or market conditions, legal and regulatory requirements, operating procedures and practices, management restructurings and the impact of new technology. Continually reassess the risks associated with the role and inherent in the business,
• 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.
  
  

Requirements

Observation of Internal Controls (Compliance Policy / FIM requirements)

• 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 optimizing relations with regulators.
  
  

Skills

• Talent and Succession Management: Understanding of talent management strategies including succession management.
• 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.
• 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.
  
  

To be successful in this role, you should meet the following requirements:

• Practical experience gained in Talent Acquisition from in-house, agency, or recruitment process outsourcing environment
• Ability to understand complex situations and provide clear guidance and, where necessary, challenge to others.
• Accurate and detail conscious, able to quickly spot errors in data and gaps in information, confidently seeking clarification and explanation.
• A proactive self-starter with a “can-do”, customer focused approach who can learn quickly from experience.
• An understanding of the business environment (within HSBC and/or the industry) to ensure that advice & guidance aligns with business aims & goals
• Evidence of ability to motivate and improve performance in others. May have been gained in a formal line management role or by informally coaching/mentoring others.
• Excellent interpersonal, influencing, negotiation and communications skills
• Strong Stakeholder Management skills.
  
  

Due to the urgent hiring need, candidates with immediate right to work locally and no relocation need will be prioritized.

You’ll achieve more when you join HSBC.

www.hsbc.com/careers

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Issued by The Hongkong and Shanghai Banking Corporation Limited.