Head, Human Resources at Standard Chartered

Job Summary – The role holder is responsible for driving bottom-line business performance through providing strategic HR advice and expertise to Country CEO and top management team (EXCO members). – The primary area of responsibility is Human Resource, Tanzania. – Lead the development of country people plans for designated markets, and ensure they are aligned with the Bank Agenda and HR collective agenda. – To ensure the effective utilisation and development of the bank’s human capital in line with the bank strategy and values to maintain high standards of professionalism and service quality with appropriate rewards on business performance. – Act as a catalyst, stimulating high engagement through ensuring great manager behaviours (including appropriate configuration of people product and processes) which ensure employee needs are satisfied and managers and employees are playing to their strengths. – Lead and fast track the HR capability development Strategy – Develop strategic people plan which is aligned to driving business performance through organisation design and a continued focus on the factors which drive engagement & outcome. – Manage the consistent and aligned delivery of HR policy, standards, guidelines and processes within area of focus. – Provide local insight to respective country & bank wide stakeholders. – Lead on selection, recruitment and on-boarding decision at B4 and below in areas of focus within authorities and as part of standard process. Key Responsibilities Business – Manage specific ER and HR operation risks in the area of focus. – Design & Implement the talent strategy for key product or segment areas. – Provide expert advice and coaching to local leaders both as a team and as individuals to drive business performance and build line manager’s leadership capabilities through people practices e.g. high engagement, people development, playing to strengths – Manage specific HR projects which contribute to the bank’s people agenda. – Support line managers in understanding and deploying bank people policies, products and processes to drive engagement thereby driving business performance – Integrate HR products to provide business solutions – Initiate and facilitate group interventions to solve business problems Processes – Play a key role in managing complex organisational change projects with people implications. – Lead the continuous review of the business operating model for its cost efficiency and demonstrate proactively in surfacing and securing improvements. – Provide leadership in HR to comply with the highest standards of regulatory and business conduct and practices as defined by internal and external requirements. Understand and ensure compliance with all applicable laws, regulations and guidelines including those governing securities activities, company law, anti-money laundering, terrorist financing and sanctions; the bank’s policies and procedures; and the bank Code of Conduct. People & Talent – Collaborate with Functional HR colleagues on all products (e.g. Talent Learning & Culture, PRB Delivery, etc) to agree stakeholder engagement, drive functional strategies & processes and messages. – Collaborate with colleagues across HR (including specialists and HRSSC) to provide feedback and ensure continuous improvement in the function. – Support Business Heads in employing, engaging and retention of high-quality people, with succession planning for critical roles. – Act as a formal/informal coach and mentor for junior members of the overall HR function to ensure delivery of best practise HR and appropriate stakeholder management – Drive D&I initiatives in key HR Processes – Supporting transformation for growth though key HR processes Risk Management – Take personal responsibility for understanding the risk and compliance requirements of the role. Effectively and collaboratively identify, escalate, mitigate and resolve risk and compliance matters. – Embed the bank’s Values and Group Code of Conduct to ensure adherence with the highest standards of ethics. Comply with relevant policies, processes and regulations, as part of the culture. Lead by example by displaying exemplary conduct behaviours and take personal responsibility for: – the conduct of individuals in HR ensuring behaviours set out in the Bank Code of Conduct are followed. – HR achieving the outcomes set out in the Conduct Principals and Pillars. Governance – Work with CEOs and EXCO to ensure a robust talent pipeline to meet the future needs of the countries through managers identifying developing and appropriately stretching talent at every level. Strengthen business capabilities through proactive management of critical talent. – Drive the Bank’s culture in creating a ‘preferred’ work place for our employees and fosters an environment where employee behaviour is aligned to our values – All direct reporting line managers are individually accountable to proactively communicate, collaborate and agree on the conduct ratings of employees. 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. – Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters. – Understanding and practical experience of managing Employee Relations activities and relationships with regulators and government related agencies. e.g., Employee Relations, managing redundancies, investigations & disciplinary process and external litigation – Lead the Tanzania Human Resources Department to achieve the outcomes set out in the Bank’s Conduct Principles The Right Environment Key stakeholders Internal-functional – Head, Human Resource, Nigeria and Africa Internal – Country level – Country CEO – Country Business Heads – Country Function Heads – ARO HR – GBS HR Other Responsibilities – Promote the sharing of best practice in the country – Embed Here for Good and Group’s brand and value in the country As a Tanzania EXCO member – Collectively responsible for delivering revenue and ER goals and targets associated with the business – Ensure alignment of strategies with the Group and business strategies agendas – Collectively manage performance of the business strategic agenda items, refresh the strategic agenda, present strategic agenda decisions to the Business Management Group for approval Skills And Experience – In-depth understanding of risk management and associated control requirements – Strong communicator, both written and verbal, with ability to clearly explain controls to be tested and risks identified to audit and business management – Confident and courageous to raise and escalate ideas or concerns in a professional and timely manner – Proactive, self-directed and able to work with minimum supervision – Ability to work within a global team Qualifications – Experience of being a Country Head, HR or HR Business Partner with at least a minimum of 5 years’ experience as a generalist HR professional. – Ability to understand various HR products and how these may be implemented within a country (e.g. engagement, performance management). – Ability to identify emerging People Management Risks and support appropriate steps to mitigate emerging issues. – Ability to create and deliver a robust Strategic People Agenda or people plan – Ability to understand and interrogate financial data (e.g. interpreting P&L, headcount reports, Country budgeting documents) – Ability to manage change and to work through ambiguity – Good understanding of the risk framework and ability to work effectively within the control’s environment – Experience of organisational development (including use of consulting tools and change models). – Uses knowledge, communication and relationship skills to positively influence key business decisions and create cross-team collaboration. – Forms effective relationships with key Stakeholders across the matrix. – Advanced facilitation skills at an individual and team levels. – Ability to coach effectively at an individual and leadership level – Gains followership and commitment through confident and courageous influencing. – Ability to lead and engage a high performing team as well as performance manage. – Knowledge of the latest HR trends, best practices and how to successfully apply them. – Commercially, culturally and diversity aware, with high sensitivity to the social, economic and political environment. 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. 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 – Are better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term What We Offer 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 leave, parental/maternity (20 weeks), sabbatical (12 months maximum) and volunteering leave (3 days), along 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.

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