Lead, TOM implementation, Singapore

Overview

Lead, TOM implementation, Singapore & India role at Standard Chartered Singapore

Job Summary

This role could be based in Singapore or India. When you start the application process you will be presented with a drop down menu showing all countries; please select a country where the role is based. The primary responsibility of this role is to ensure that CRES and SCMs strategic and operational objectives are achieved through the delivery of a fit for purpose People Plan to encompass the right skills, people, processes, and capabilities. This role reports to the Head of Strategic Change, SCM & CRES and is accountable for providing both strategic and operational support and business leadership leveraging Bank-wide CoEs and guidance to ensure the achievement of business priorities.

Key Responsibilities

• Support the COO on people transformation initiatives for CRES and SCM as required. This includes partnership integration efforts as part of the outsourced model; workforce transition/change management process; employee communications support; project leadership; and the provision of advice and counsel regarding the right skills mix for the future to support RoTE, CX and EX.
• Lead HR preparations for implementation of any material organisation changes.
• Engage with the respective Management Team (MT) to ensure an inclusive and engaging culture, a compelling employment brand, diversity of talent and organisational and leadership capability.
• Embed and evolve the broader department's employee value proposition, optimising all aspects of employee experience to attract, retain and develop talent. This includes design and development of Employee Onboarding Programs, ensuring induction programs are a quality experience for new employees that promote increased engagement and productivity.
• Identify appropriate employee engagement measures and work with the MT to develop strategies to help drive retention and engagement.
• Develop and evolve a Diversity & Inclusion framework and be accountable for delivery and tracking of all initiatives.
• Provide change management support to stakeholders.
• Develop effective communication strategies to support People and Culture initiatives.
• Engagement: Implement actions to improve team engagement, motivation, and overall team experience.
• Engage with the MT and other relevant stakeholders or experts to evaluate and identify capability requirements.
• Translate requirements into a divisional capability strategy and plan, and individual development interventions (for example functional competencies, leadership capability and team effectiveness).
• Engaging with the Learning COE and MT to ensure participation of target audience; providing suitable development offerings to build specific Property organisational capability; assessing success of the capability strategy in building capability for Property; provide coaching support and leadership development for the PMT and Senior Managers.
• Lead the talent and succession agenda for CRES and SCM within the corporate framework, including managing the biannual talent review processes; ensuring robust plans to drive a high-performance culture; and talent pipelining to ensure succession health within CRES and SCM and the broader business.
• Champion the performance and reward processes within the corporate framework, including managing the annual performance review, conducting calibration, and advising on merit review recommendations.
• Development plans: Team members have clear, actionable development plans that are regularly reviewed and discussed.
• Champion the spot Incentive Plan to motivate and reward employees for reaching and exceeding goals and driving business performance throughout the year.
• Develop and evolve mechanisms to gauge the effectiveness of our people programmes.
• Effective financial management of agreed budgets for each initiative, ensuring value for money.
• Manage relationships with cross-functional and cross-team stakeholders, including owning the relationship with HR and the wider S&T team.
• Collaborates with partnership HR resources to maximise engagement aligned to retained team messages.
• Manage all aspects of project-driven headcount control and associated financial control processes for CRES and SCM, including modelling transformation scenarios to inform hiring decisions.
• Display exemplary conduct and live by the Group’s Values and Code of Conduct; ensure compliance with laws, regulations, guidelines and the Group Code of Conduct.
• Lead 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.
• Identify, escalate, mitigate and resolve risk, conduct and compliance matters.

Skills And Experience Our Ideal Candidate

• 8+ years of experience in leading HR preparations for implementation of material organisational changes.
• Identify appropriate employee engagement measures and work with the MT to develop strategies to drive retention and engagement.
• Support the COO on people transformation initiatives for CRES and SCM as required, including partnership integration, workforce transition/change management, employee communications support, project leadership, and advising on the right skills mix for RoTE, CX and EX.
• Lead the talent and succession agenda for CRES and SCM within the corporate framework, including biannual talent reviews and robust plans to drive a high-performance culture.
• Manage relationships with cross-functional and cross-team stakeholders, including owning the relationship with HR and the wider S&T team.

Role Specific Technical Skills

• Communications – written
• Communication – verbal
• Communication – visual
• Negotiation and persuasion

About Standard Chartered

We\'re an international bank, nimble enough to act, big enough for impact. For more than 170 years, we\'ve worked to make a positive difference for our clients, communities, and each other. 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 live our valued behaviours. Our culture values difference and inclusion.

Together We

• Do the right thing, be assertive, challenge one another, and live with integrity, putting the client at the heart of what we do.
• Never settle, continuously improve and innovate, keep things simple, and learn from both successes and mistakes.
• Are better together, be inclusive, see more good in others, and work collectively for the long term.

What We Offer

In line with our Fair Pay Charter, we offer a competitive salary and benefits to support wellbeing.

• Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations.
• Time off including annual leave, parental/maternity leave, sabbatical and volunteering leave; minimum 30 days per year combined.
• Flexible working options based around home and office locations.
• Wellbeing support through Unmind and mental health resources, as well as learning opportunities.
• A continuous learning culture with opportunities to reskill and upskill.
• Inclusive, diverse workplace where everyone can realise their full potential.

Recruitment Assessments

Some roles use assessments to help us understand suitability. If invited, this indicates progression to an important stage of the recruitment process. Visit our careers website

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