HR Business Partner

1 week ago

New York, New York, United States Standard Chartered Full time
About the Role

We are seeking an experienced HR Business Partner to join our team at Standard Chartered. As a key member of our HR function, you will play a critical role in driving business outcomes and delivering strategic HR initiatives.

Key Responsibilities
  • Communicate Group Strategy and Priorities: Communicate the Group's global strategy, priorities, and objectives in a local context, providing thought leadership to management teams in the development of consolidated US strategies and human capital management, ensuring alignment with Group.
  • Provide Strategic HR Guidance: Provide strategic HR guidance and partnership with value seat holders in delivering business outcomes.
  • Lead HRBP Team: Act as a key role within the CIB HR Leadership Team, a squad member and potentially a co-Lead, work across the transversals on the CIB People Plan value and enabling streams and provide thought leadership and oversight to pan-CIB people work in support of the overall CIB business strategy.
  • Landing CIB People Plan: Be accountable for landing the CIB People Plan in service of the CIB business strategy, across CIB in Europe, working in close partnership with the country Heads of HR, to drive the CIB people agenda in a context-relevant manner.
  • Organisational Capabilities: Identify, prioritise and develop organisational capabilities and behaviours to build a workforce that is future-ready.
  • Change Management: Provide recommendations and HR leadership to the business in change management and organisational transformation initiatives.
  • Market Knowledge: Bring deep knowledge of the market, business and broader global HR initiatives to strategically advise and partner the business effectively.
  • Business Partnership: Effectively partner with, challenge and influence business leaders to deliver business optimal outcomes that balance the right now with longer term horizons, across the people agenda.
  • Culture Change: Be a disruptor, driving culture change and delivering transformation in the US context.
  • HR Product and Experiences: Partner with CoEs across development and deployment of HR product and experiences, actively being part of HR delivering business centric solutions.
  • Business Agenda: Contribute to the delivery of the business agenda in the country by appropriate alignment with the business as agreed in the country business plan to maximise and protect franchise value and resolve issues.
  • Divestment Activities: Provide HR leadership on divestment activities within US.
  • CIB People Plan: Drive the execution of the CIB People Plan for the US, ensuring US specific priorities are reflected within the plans and CIB wide priorities are executed appropriately.
  • HR Processes: Identify areas for improvement in HR processes, providing feedback and escalating issues where appropriate to relevant CoEs to enhance client experience and improve productivity within HR.
  • Group HR Standards: Provide guidance and review HR processes in accordance with Group HR standards to improve service and delivery.
  • Crisis/Disaster Recovery: Ensure adequate crisis/disaster recovery contingent planning is undertaken and reviewed on a regular basis for the HR function.
  • Group Values and Culture: Champion and act as a role model of the Group's values and culture in the US.
  • High-Performance Culture: Provide active role in developing and embedding a high-performance culture within US and in key talent decisions, including senior hiring.
  • Business Heads Support: Provide support to key business heads within US. This involves coaching in the performance of their duties and assisting to resolve or mitigate material country risks and issues.
  • People and Talent Management: Ensure an integrated approach to people and talent management across the business and functions that facilitates cross-functional development as appropriate.
  • Succession Pipeline: Ensure that there is a high-quality succession pipeline and succession plan at all levels of the country organisation, working with the business and functions; sponsor ongoing development activities that focus on identified high performing and high potential individuals within the country.
  • Training and Development: Ensure the provision of ongoing training and development of people and ensure that holders of all critical functions are suitably skilled and qualified for their roles, and that they have effective supervision in place to mitigate any risks.
  • Fair Accountability Reviews: Provide input into Fair Accountability reviews.
  • Internal Movement of Talent: Collaborate with colleagues within HR to facilitate internal movement of key talent.
  • Employment and Retention: Employ, engage and retain high quality people.
  • Compensation Benchmarking: Maintain networks of external contacts that enables the benchmarking of compensation practices against relevant comparator organisations and migrate best practice where appropriate.
  • Operational Risk Framework: Ensure the Operational Risk framework is embedded across the HR function in the US and an effective control environment is maintained with regard to HR's First and Second line processes as well as ensure the operational risk profile for HR US remains within the Group's risk appetite.
  • Control Standards: Ensure that required control standards are being met, by continuous monitoring of risk and control indicators.
  • Regulatory Limits: Ensure that the applicable regulatory limits (immigration limits / if applicable) are managed effectively to support the execution of CIB and US strategy and business plans.
  • Corporate Governance: Implement and maintain robust structures to support effective corporate governance within HR.

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