Job Description

The Role Responsibilities Location Responsibility Lead HR strategy for GBS Bengaluru location in partnership with business stakeholders Accountable for achieving all people parameters for the location through co-creating People Agenda with location leadership Lead and Drive people agenda through Location Leadership Council Lead HR COE teams in key deliverables for the location Drive location talent visibility for growth, development & retention Build branding for location aligning with overall Location Strategy of GBS Effectively partner with, challenge and influence business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as Diversity & Inclusion and Wellbeing Identify, prioritise and develop organisational capabilities and behaviours to build a workforce that is future-ready Be a disruptor in driving culture change and delivering global and/or local change initiatives for the location Business HRBP Responsibility Create and develop an efficient, effective organisation through business partnering where maximising performance and engagement is central in order to mitigate people-related risks and enhance capability. Ensure high performance and consistent delivery of the relevant people agenda across business through building effective working relationships with business stakeholders and relevant HR CoEs. Manage people processes to ensure levels of capabilities and performance satisfy current and future requirements of the business Ensure that HR agenda for the business is well aligned with the Global HR agenda. Deliver appropriate and relevant HR advice to business, ensuring that this is aligned to the overarching business strategy, governance processes and risk appetite. Guide business leadership on GBS specific implications of OD activity and conduct reviews on key OD aspects to optimise the shape of the workforce Identify, prioritise and build organisational capabilities, processes and behaviours to drive the business wide strategy Continuously review the relevant operating models to align these with the overall business strategy and organisation design principles, using all available data to assess effectiveness, demonstrating proactively in surfacing and securing resolution to points of misalignment Proactively deliver people expectations in terms of development, career progression Find meaningful solutions to people related challenges in the business Deliver on location strategy for the business that includes, headcount ramp up, culture assimilation between locations for optimum efficiency Build credible managerial & leadership capability through structured interventions such as development programs, coaching, mentoring etc., Execution of organizational plans and programs in areas such as Performance Reviews, Talent Management, Change & Transformation initiatives Champion employee engagement initiatives along with business managers Maintain critical people data & information with confidentiality as required Demonstrate the highest standards of conduct in all interactions Facilitate complex people issues for resolution in line with company policy and local laws Business Partnering Proactively form credible relationships to influence business managers in taking relevant decision-making to take more effective decisions around people matters Support, engage with and coach relevant stakeholders in configuring and deploying people policies, processes and products processes to drive business performance and engagement Act as a change agent and key enabler to help drive global and specific change initiatives with stakeholders and wider teams Drive and coordinating ad hoc projects and deliverables that relate to the people agenda Drive business wide performance and measurement requirements to support business deliverables Lead Business People Forums for the business, in line with business needs Collaborate with relevant HR stakeholders on all people related matters across to drive consistency of functional strategies, processes and messages within business. Represent and champion HR in all interactions with business stakeholders, and in turn represent the business\' agenda and priorities to the wider HR Community as well as providing insight and context into HR product and process design and development. People & Talent Lead to deliver specific projects and deliverables, as determined by the HR and the business\' scorecard Lead by example, building the appropriate culture and values, using effective leadership, coaching and engagement Set appropriate tone and expectations for the team and work in collaboration with relevant stakeholders, including risk and control partners. Employ, engage and retain high quality people. Develop and embed a high-performance culture with specific focus on capability, effectiveness and productivity Develop talent to ensure a high-quality succession pipeline at all levels and sponsor ongoing development activities that focus on the identified high performing and high potential individuals within the businesses Focus on inter-region and global talent opportunities and pipelines for business Set and monitor job descriptions and objectives for direct reports and provide feedback and rewards in line with their performance against those responsibilities and objectives. Risk Management Understand the risk and control environment in HR\'s area of responsibility, driving rectification, as required Understand and help manage the people-related risk profile including operational and reputational risk, to Group Standards Provide oversight of complex employee relations issues involving senior people, significant litigation, and high profile business issues Support the effective implementation of the Risk Management framework within the role remit Ensure effective processes are in place to identify, manage, monitor and report risk Governance & Conduct Embed the Group\'s values and code of conduct, as it relates to the role remit, to ensure that adherence with the highest standards of ethics, and compliance with relevant policies, processes and regulations among employee\'s form part of the culture Engage with relevant audit report findings across products and ensure feedback is acted upon Understand and ensure compliance with, in letter and spirit, all applicable laws, regulations and guidelines are adhered in role delivery. Take personal responsibility for understanding the risk and compliance requirements of the role. Effectively and collaboratively identify, escalate, mitigate and resolve risk and compliance matters. Key Relationships Working in partnership with business managers and HR community at GBS. Our Ideal Candidate Post-graduation degree in HR Minimum 15 plus years of experience in the field of HR with substantial experience in Heading HR function and HRBP space Experience in Banking/ ITES / Technology organizations will be an advantage Excellent oral and written communication skills Good overall knowledge of HR concepts and practices with industry knowledge About Standard Chartered We\'re an international bank, nimble enough to act, big enough for impact. For more than 160 years, we\'ve worked to make a positive difference for our clients, communities, and each other. We question the status quo, love a challenge and enjoy finding new opportunities to grow and do better than before. If you\'re looking for a career with purpose and you want to work for a bank making a difference, we want to hear from you. You can count on us to celebrate your unique talents. And we can\'t wait to see the talents you can bring us. Our purpose, to drive commerce and prosperity through our unique diversity, together with our brand promise, to be here for good are achieved by how we each live our valued behaviours. When you work with us, you\'ll see how we value difference and advocate inclusion. Together we: Do the right thing and are assertive, challenge one another, and live with integrity, while putting the client at the heart of what we do Never settle, continuously striving to improve and innovate, keeping things simple and learning from doing well, and not so well Be better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term In line with our Fair Pay Charter, we offer a competitive salary and benefits to support your mental, physical, financial and social wellbeing. Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations Time-off including annual, parental/maternity (20 weeks), sabbatical (12 weeks maximum) and volunteering leave (3 days), along with with minimum global standards for annual and public holiday, which is combined to 30 days minimum Flexible working options based around home and office locations, with flexible working patterns Proactive wellbeing support through Unmind, a market-leading digital wellbeing platform, development courses for resilience and other human skills, global Employee Assistance Programme, sick leave, mental health first-aiders and all sorts of self-help toolkits A continuous learning culture to support your growth, with opportunities to reskill and upskill and access to physical, virtual and digital learning Being part of an inclusive and values driven organisation, one that embraces and celebrates our unique diversity, across our teams, business functions and geographies - everyone feels respected and can realise their full potential. Recruitment assessments - some of our roles use assessments to help us understand how suitable you are for the role you\'ve applied to. If you are invited to take an assessment, this is great news. It means your application has progressed to an important stage of our recruitment process. Visit our careers website

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