Job Description

Roles and Responsibility

As a member of the HR Process Design and Governance team he /she need to partner with HR product stakeholders and HR Transformation team stakeholders to develop business process documentation (in ARIS 10) which accurately reflects the as is /to-be processes resulting from stakeholder discussion/HR Projects/Annual Process Review etc.

Review process documentation produced by other colleagues to ensure the approach to process modelling is consistent across the HR Process Universe process models and HR process design principles and conventions have been adhered to.

Provide challenge and design support to HR colleagues to ensure design decisions made support good process design outputs, in line with the HR governance and HR Operational Risk Framework approach.

Strategy

• Represent good process design principles in programme activities, design sessions and decision making
• Provide clear guidance to programme / stakeholders around good process design and how to apply process design principles to design work

Business

• Prepare user-friendly process maps and associated documentation in line with overall process governance, design principles and standards required by the Process Design and Governance team within the HR COO office
• Work with multiple stakeholders to develop workable process designs which can be operationalised successfully and provide quality outcomes (customer experience, TATs, SLAs, risk mitigation etc)
• Validate process designs from the transformation design squads, ensuring processes are designed in line with overall process governance, design principles and standards required by the Process Design and Governance team
• Identify opportunities for process standardisation, automation and streamlining as part of design activities Identify opportunities for minimising country variations in process design activities

Processes

• As a member of the HR Process Design and Governance team:
• Partner with HR product stakeholders and HR Transformation team stakeholders to develop business process documentation (in ARIS 10) which accurately reflects the as is /to-be processes resulting from stakeholder discussion/HR Projects/Annual Process Review etc.
• Review process documentation produced by other colleagues to ensure the approach to process modelling is consistent across the HR Process Universe process models and HR process design principles and conventions have been adhered to.
• Provide challenge and design support to HR colleagues to ensure design decisions made support good process design outputs, in line with the HR governance and HR Operational Risk Framework approach

People and Talent

• Provide technical direction to the transformation programmes/Stakeholders to ensure good process design activities are baked into project timelines
• Lead by example and build the appropriate culture and values in relation to HR processes i.e. customer driven
• Collaborate with HR Process Design colleagues to ensure end-state process maps modelled in ARIS10 are in line with our modelling conventions and process governance requirements
• Mentor junior modelers and ensure they start contributing same level of output as senior modelers
• Manage ARIS architect role efficiently and ensure to maintain accurate data in ARIS
• Work independently and support people leader and relationship managers by taking additional responsibility
• Apply Lean Management and Six Sigma concepts where appropriate

Risk Management

• Ensure that process maps and associated documents capture operation risk requirements in line with group standards
• Identify and develop solutions to mitigate risks identified. Develop controls within processes to meet Bank identified risks

Governance

• Deliver to timeframes required by programme plan / stakeholders
• Accurately size effort and time required to produce process maps and associated documentation, feed into project plans
• Identify issues with and risks to delivery of quality outputs within required timescales, work with Project Manager and Line Manager to resolve or mitigate
• Prioritise own workload effectively

Regulatory & Business Conduct

• Display exemplary conduct and live by the Group's Values and Code of Conduct.
• Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Chartered Bank. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct.
• Lead the [country / business unit / function/XXX [team] to achieve the outcomes set out in the Bank's Conduct Principles: [Fair Outcomes for Clients; Effective Financial Markets; Financial Crime Compliance; The Right Environment.] *
• Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.
• [Insert local regulator e.g. PRA/FCA prescribed responsibilities and Rationale for allocation].
• Serve as a Director of the Board of [insert name of entities]
• Exercise authorities delegated by the Board of Directors and act in accordance with Articles of Association (or equivalent)

Key stakeholders

• HR Governance and Control team
• HR COO team, particularly colleagues involved with the transformation programme
• HR Global Process Owners
• Other Responsibilities
• Embed Here for good and Group's brand and values in XXXX [country / business unit / team]; Perform other responsibilities assigned under Group, Country, Business or Functional policies and procedures; Multiple functions (double hats); [List all responsibilities associated with the role]

SKILLS AND COMPETENCIES

• There are 12 behavioural skills that underpin our Valued Behaviours. Each of these skills is known to drive high performance in organisations and is used to inform how we hire, develop, and promote our people.
• Any skill can be selected for any role. It is expected that as complexity of role increases emphasis on various skills changes. There are minimum standards of skills that are required for People Leader and Managing Director roles. Refer to myHR for further guidance.

Action Oriented

• Taking on new opportunities and tough challenges with a sense of urgency, energy and enthusiasm.
• Collaborates
• Building partnerships and working collaboratively with others to meet shared objectives.

Customer Focus

• Building strong customer relationships and delivering customer-centric solutions.
• Minimum Standard for all People Leader roles

Courage

• Stepping up to address difficult issues and saying what needs to be said.

Instils Trust

• Gaining the confidence and trust of others through honesty, integrity and authenticity.

Nimble Learning

• Actively learning from experimentation, success, and failures. Applying lessons learned to new problems.

Decision Quality

• Making good and timely decisions that keep the organisation moving forward.

Develops Talent

• Developing people to meet both their career goals and the organisation's goals.

Drives Vision & Purpose

• Painting a compelling picture of the vision and strategy that motivates others to action.

Gives Clarity and Guidance

• Providing direction, delegating and removing obstacles to get work done.

ROLE SPECIFIC TECHNICAL SKILLS AND COMPETENCIES AND PROFICIENCY LEVELS

• Expert user of the ARIS v10 business process management platform
• Must have experience designing customer processes for large organisations, enabled by technology. Experience with HR processes and good technical appreciation Advanced
• Strong communication skills - oral, written and presentation with an ability to engage and support a variety of stakeholder levels including management Core
• Experience of managing operations, multitasking and process reengineering within large, complex, rapidly changing, and dynamic environments, whilst often under pressure Core
• Outcome focussed with excellent problem-solving abilities whilst exercising good judgement. Expert
• Good technical appreciation and experience of platform management, with at least a solid conceptual understanding of functionality, architecture, performance / production management Advanced
• Ability to prioritise issues, seeing the 'big picture' and thinking conceptually, whilst simultaneously having very close attention to detail. Advanced

Our Ideal Candidate

• Relevant business degree or tertiary qualifications advantageous
• Certification in operational excellence / process improvement e.g. Six Sigma or Lean accreditation
• ARIS v10 training
• Professional Memberships: N/A
• Bank training: Not Applicable
• Languages: English

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.

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