Job Description

People

This team leads the implementation of the Group’s people strategy in line with our business objectives. It facilitates talent management, succession planning, and employee mobility while defining and overseeing frameworks that support employee performance management, reward, learning and development, resourcing and engagement. 

We are currently seeking an experienced professional to join our team.

In this role, you will:

Talent Strategy Activation
• Accountable for partnering with business and People stakeholders locally to understand and respond to business priorities through the delivery of Talent and Talent Acquisition strategy and solutions.
• Contribute to the skills strategy aligned to Workforce Planning with shared accountability for embedding skills strategies across Talent and Talent Acquisition.
 
Talent Acquisition
• Accountable for the market Talent Acquisition strategy, ensuring it is data driven and supports the overall Talent strategy.
• Accountable for the management and delivery of specialist / volume & priority skills hiring for the market for all Businesses, Group Infrastructure and entities, ensuring fulfilment of the demand plan.
• Accountable for working across the operating model and hiring segments (Executive & Leadership / Emerging Talent) ensuring an exceptional experience is delivered (driving fulfillment of the workforce strategy and demand plans)
• Accountable for aligning, enabling, and activating global campaigns and experience practices, driving competitive advance and reputation through Employer Branding, Inclusion and internal mobility.

Succession Planning, Talent Identification and Development
• Lead succession planning with business aligned talent team members focused on Local and where appropriate Business Critical Roles successor development and increased succession readiness.
• Support the delivery of Talent processes that identify and address capability gaps, facilitate internal talent mobility and external talent pipelining.
• Collaborate with Enterprise Learning for learning solutions required to support the Enterprise Talent strategy.
• Responsible for transparent, fair, and engaging talent and succession processes which empower employees and build trust.
• Focused on talent density rather than annual reviews and rigid successor lists. Accountable for building a deep, high-quality pipeline that strengthens the leadership bench. 

Stakeholder Management
• Responsible for proactively partnering with People team, colleagues to ensure the provision of fair selection processes, onboarding and development of talent. Be the voice of the business, where talent needs are to be met through other teams such as reskilling, pay strategy etc. 
• Build strong relationships with key stakeholders across the organization to promote a culture of talent development and succession planning.
• Responsible for challenging stakeholders to make robust talent decisions leveraging data and talent intelligence 

Performance, Risk & Financial Management:
• Accountable for continuously assessing and improving talent performance metrics, utilizing data analytics to inform decision-making.
• Accountable for identifying and mitigating risks associated with talent and workforce fulfilment, ensuring compliance with internal policies and external regulations.
• Responsible for driving cost disciple aligned to the centralized recruitment FRP and Workforce fulfillment strategy
• Accountable and for continually identifying and mitigating risks which may hinder delivery of operational service deliver and proactively using data to identify and embed continual improvements. 
• Ensuring compliance with internal policies and external regulations. 

To be successful in the role, you should meet the following requirements:

• Talent and Succession Management: Understanding of talent management strategies including succession management.
• Business / Function Domain Knowledge: The ability to understand the products & services and the wider forces / external & internal environment that is required to operate within. 
• Talent Acquisition Service Delivery: Ability to advise on a wide range of TA issues, using network to efficiently navigate colleagues to the appropriate place, creating time/cost savings for the function and the Bank. Reviews analytics and reports around support metrics to advise on how to continuously improve the function.
• Inclusive Talent Strategy and Practices: Advocacy for fair and equitable treatment, commercial inclusion and challenge decisions or behaviours that do not align to the bank's policies. The ability to analyse and shape the workforce roles, skills, work, and fulfilment design in line with business objectives. 
• Relationship Management: Ability to build strong and lasting relationships with priority customer, client, community and stakeholder groups and using experience and situational judgement to respond to unique needs. Manages time and priorities effectively across a wide range of stakeholder groups to support the strategic priorities of the Bank.
• Business Transformation: Leading and delivering sustainable change in an international context, continuous improvement and service excellence
• Leadership: The ability to help people work together cohesively and commit to achieving a common goal, maximizing their potential and productivity.
• Financial & Budget Management: Ability to define plans and budgets which identify value for revenue and opportunities for cost reduction. Draws accurate conclusions from financial information and makes insightful strategic financial decisions in planning and monitoring performance.
• Workforce fulfilment: Expertise in developing a comprehensive workforce fulfilment strategy that maximises talent acquisition and talent management. 
• Data Literacy: The ability to analyse, understand and communicate talent intelligence and hiring performance metrics to drive effective workforce fulfilment decisions.  
• Planning, Tracking, Reporting and Governance: Provides reporting on progress on demand plan, status, risks and issues and resolves high priority issues affecting services, taking accountability for service quality, and identifying opportunities for improvement.
• Good communication skills, business-level proficiency in Japanese is mandatory. 

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