Job Description

Role Responsibilities

• Ensure all requirements are gathered, validated and covered in all relevant documents.
• Provide detailed functional walk through to Project team / Vendor / Technology for various reporting modules and types that are available in PeopleSoft
• Ensure the end to end process and impact on the down steam systems are covered as part of specific module implementation.
• Mapping exercise and provide direction of data fields and table structure for HR data modelling.
• Provide clear insights for the data reports (standard / adhoc reports)
• Clear bifurcation of deliver fields/tables VS custom fields/tables
• Work on the various report types such as regulatory, payroll, finance, HR, etc.
• To apply the documentation standards across all processes.
• Identify potential opportunities for improvement of the processes.
• To support project implementation through documentation of 'as is' and design / document 'to- be' processes in collaboration with Process Design / Re-engineering team.
• Interact with relevant stakeholders to obtain inputs for process mapping
• Capture exceptions handled and Risk elements in each process
• Review process maps with all relevant stakeholders and ensure sign off from the process owner, within timelines.
• Identify opportunities for standardization, automation and re-engineering
• Manage process related changes
• Keep a track of process changes and version control
• Work collaboratively with country / group stake-holders & peers.
• Should give the immediate attention for escalations and queries
• Continuous Improvement in Productivity to the standards prescribed from time to time.
• Communicate own work plan issues and escalates potential bottle-necks

Strategy

• Works with HR T & I to plan/ negotiate/ prioritise the HR changes for delivery/ execution based on HR Stakeholders/ GPS unit heads requirements
• Keep abreast of markets developments (technologies, best practices, competitor strategies) in project management and adoption

Business

• Maintains awareness of HR Strategic plans and the potential impact of those plans on current and future HR systems projects/ functionality.
• Represents HR in cross-functional technology forums as appropriate, provides consultation on behalf of HR and advises on potential risks and issues arising from activities outside of HR in technology arena
• Manages and signs off on stage gate checkpoints across all HR projects / Systems within portfolio.
• Present clear options and recommendations, facilitate decision making and enable clear understanding in key stakeholders of risks, outcomes and tradeoffs
• Collaborate with other functions (eg T & I, GPS units, etc) to develop end to end solutions which support a positive user experience
• Demonstrate clarity and capability to define straightforward solutions from complex, unclear and undefined current states

Processes

• Perform Process impacts for each HR projects and systems with end to end with user experience, scalability and future proofing foremost
• Drive continuous improvement and operational efficiency of processes through enabling technology to optimise and increase scalability, adoption, employee experience and efficiency measures, and reduce risk
• Develop and implement solutions which meet functional and business strategic and operational requirements and improve HR organisational effectiveness

Risk Management

• Ensure new HR technology products deliver effective management of operational risks in compliance with applicable internal policies, external laws and regulations at a global level
• Embed the Group's values and code of conduct across the function
• Ensure that Risk Management matters that are brought to the job holder's attention are subject to direct remedial action and/or ensure adequate reporting to the appropriate Risk Committees
• Promote an environment of performance, collaboration and compliance, to ensure issues are raised and blockages are resolved in a timely manner

Governance

• Mobilises HR Changes/ Projects rapidly, coordinating and defining key contributors; driving outcomes from multiple stakeholders (T & I, HR, etc) to get changes properly established and running

• Manages own project portfolio as appropriate:

• Change Requests: Review all change requests and approve as appropriate (pre-requisite to HR Change Control Board approval)
• Quality Analysis/ checks: Assist to Perform quality checks on the requirements/ process impacts to provide insights to stakeholders/ CCB members prior to approvals
• BRDs: Assist the consultation and preparation of concept papers and business requirements documents for any change
• FSDs: Assist to review, shape and provide sign off on the and functional specification document
• Stakeholder Consultation: Obtain inputs and estimates from all involved stakeholders and initiate necessary clearances / assessments (e.g. information security, privacy impact assessment)
• Vendors: Help engage and manage external vendors, as required

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/[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.

Key Stakeholders

• HR Programme Manager, GPO / Product Owner, Design Lead & Vendor teams
• HR for HR, Country Heads of HR, HRBPs, CoE Leads, HR COO team
• GPS, Internal communications team, Corporate Communications team, Subject Matter Expert employees

• Key Functional Partners: T & I, Finance, Compliance, Legal and Risk

Other Responsibilities

• Embed Here for Good and Group's brand and value in HR COO Transformation team and GPS units
• Collectively responsible for delivering efficiency and targets associated with the GPS function, Country and Group

Our Ideal Candidate

• UG/PG in Human Resources from institutes/universities of repute or work experience in HR domain as Business Analyst

ROLE SPECIFIC TECHNICAL COMPETENCIES

• HR Process knowledge Advanced
• ERP System knowledge Core
• Result orientation Advanced
• Analytical ability Expert
• Judgment and Decision making Core
• Challenge and influence Advanced
• Teamwork Expert
• Customer Orientation Advanced
• Report / PS Query / SQL Core

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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