HR Business Partnering

Job description

HSBC is committed to building a culture where all employees are valued, respected and where their opinions count. We want to build a culture where our employees are comfortable in bringing their whole self to work, regardless of gender, age, sexuality, ethnicity, disability, religious belief, background, and any other aspect of personal difference.”

"HSBC employees are committed to act with courageous integrity and standing firm for what is right. We are reliable, open to different ideas and cultures and connected with customers, community, regulators and with each other."

Role Purpose
As an HR Business Partner you'll partner with Business Leaders to create and design effective people plans, drive and own the Talent management agenda in addition to providing Coaching and Development for your Business Leaders. You will need to demonstrate strong leadership and role-model behaviour, developing and deploying initiatives that create business value


Principal Accountabilities

· Drive and own the Talent management agenda developing key and business critical talent, identifying and debating successors for key positions, ensuring continual focus on diversity
· Coaching and Development for business leaders, facilitating provocative discussion, building leadership capability and authenticity
· Utilising advanced analytics, leading discussions and debate with data, 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 and use of appropriate channels, driving clear interaction across HR Advisors, HR Consultants and CoEs
· Develop and deploy initiatives that create business value through collaboration with CoEs and HR Consultants, focused on outcomes based solutions aligned to specific business objectives, leveraging functional global products where relevant
· Diagnose the people priorities of the plan which will enable the successful execution of the businesses strategy, leveraging internal strategy frameworks and the language of the business. 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.
· Partnering with the workforce analytic team undertake medium and long term workforce analysis, exercising data judgement to anticipate the future of the workforce and how this may impact/benefit the business plan and strategic priorities
· Partner with business leaders to create and design effective people plans which drive strategic workforce solutions that contribute to business profitability & competitiveness, whilst ensuring alignment to the HR Priorities
· Consider all of HR function as one team, navigate effectively and collaborate across all areas of the service delivery model
· Understand and champion the HR service delivery model – using positive and helpful language with the business ensuring a customer centric approach
· Pitch the HR proposition and personal brand in a way that strengthens client trust
· Drive to achieve High Performing collaborative Leadership teams including development of collective leadership
· Reflect on own mind set and take ownership of role in delivering the HR function's value proposition
· Challenge business leaders on their thought processes, encourage consideration of different perspectives, encourage empathy to help leaders understand the behaviours of others.
· Be clear on the talent needs of the business – “talent” is more than just leaders, for example consider where digital talent is required (data scientists, architects etc.) and other technical talent requirements as dictated by business strategy
· Review and understand the business strategy, priorities and business plan. Including digesting the relevant financial metrics and being clear on what the business is aiming to achieve – both as standard and the stretch objectives/targets. Consider how the targets/objectives may shift during the course of the year and the potential knock on implications from a people perspective Drive programme delivery proactively, balancing scope, stakeholders, interdependencies, budget, timeframes and risks
· Ensure robust succession plans, including external potential succession, for all GSP-1 and key roles. Regularly review, validate and refresh. Consider platform role career/skill path planning informed by succession plans
· Advocate diversity of thought and demonstrate the benefits this can bring to business leaders
· Using talent data to help the business make better decisions and act upon them. Clear understanding on business/country headcount, population demographics etc. Know your business/country, what has changed/will change and why


Knowledge & Experience


· Diagnostic analysis
· Design thinking
· Change management
· Workforce analytics
· Consulting framework
· Coaching
· Organisational design
· Innovation frameworks

Capabilites:

Consulting agility, commercial acumen, business fluency, visionary leadership, emerging trends prediction & adaptability, social science capability (understanding human behavior), building presence – impact & influence,

Desired profile

Qualifications :

HSBC is committed to building a culture where all employees are valued, respected and where their opinions count. We want to build a culture where our employees are comfortable in bringing their whole self to work, regardless of gender, age, sexuality, ethnicity, disability, religious belief, background, and any other aspect of personal difference.”

"HSBC employees are committed to act with courageous integrity and standing firm for what is right. We are reliable, open to different ideas and cultures and connected with customers, community, regulators and with each other."

Role Purpose
As an HR Business Partner you'll partner with Business Leaders to create and design effective people plans, drive and own the Talent management agenda in addition to providing Coaching and Development for your Business Leaders. You will need to demonstrate strong leadership and role-model behaviour, developing and deploying initiatives that create business value


Principal Accountabilities

·  Drive and own the Talent management agenda developing key and business critical talent, identifying and debating successors for key positions, ensuring continual focus on diversity
·  Coaching and Development for business leaders, facilitating provocative discussion, building leadership capability and authenticity
·  Utilising advanced analytics, leading discussions and debate with data, 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 and use of appropriate channels, driving clear interaction across HR Advisors, HR Consultants and CoEs
·  Develop and deploy initiatives that create business value through collaboration with CoEs and HR Consultants, focused on outcomes based solutions aligned to specific business objectives, leveraging functional global products where relevant
·  Diagnose the people priorities of the plan which will enable the successful execution of the businesses strategy, leveraging internal strategy frameworks and the language of the business. 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.
·  Partnering with the workforce analytic team undertake medium and long term workforce analysis, exercising data judgement to anticipate the future of the workforce and how this may impact/benefit the business plan and strategic priorities
·  Partner with business leaders to create and design effective people plans which drive strategic workforce solutions that contribute to business profitability & competitiveness, whilst ensuring alignment to the HR Priorities
·  Consider all of HR function as one team, navigate effectively and collaborate across all areas of the service delivery model
·  Understand and champion the HR service delivery model – using positive and helpful language with the business ensuring a customer centric approach
·  Pitch the HR proposition and personal brand in a way that strengthens client trust
·  Drive to achieve High Performing collaborative Leadership teams including development of collective leadership
·  Reflect on own mind set and take ownership of role in delivering the HR function's value proposition
·  Challenge business leaders on their thought processes, encourage consideration of different perspectives, encourage empathy to help leaders understand the behaviours of others.
·  Be clear on the talent needs of the business – “talent” is more than just leaders, for example consider where digital talent is required (data scientists, architects etc.) and other technical talent requirements as dictated by business strategy
·  Review and understand the business strategy, priorities and business plan. Including digesting the relevant financial metrics and being clear on what the business is aiming to achieve – both as standard and the stretch objectives/targets. Consider how the targets/objectives may shift during the course of the year and the potential knock on implications from a people perspective Drive programme delivery proactively, balancing scope, stakeholders, interdependencies, budget, timeframes and risks
·  Ensure robust succession plans, including external potential succession, for all GSP-1 and key roles. Regularly review, validate and refresh. Consider platform role career/skill path planning informed by succession plans
·  Advocate diversity of thought and demonstrate the benefits this can bring to business leaders
·  Using talent data to help the business make better decisions and act upon them. Clear understanding on business/country headcount, population demographics etc. Know your business/country, what has changed/will change and why


Knowledge & Experience


·  Diagnostic analysis
·  Design thinking
·  Change management
·  Workforce analytics
·  Consulting framework
·  Coaching
·  Organisational design
·  Innovation frameworks

Capabilites:

Consulting agility, commercial acumen, business fluency, visionary leadership, emerging trends prediction & adaptability, social science capability (understanding human behavior), building presence – impact & influence,