Country Head, Talent Acquisition Standard Chartered Job in Karachi

Overview

Country Head, Talent Acquisition Standard Chartered Job in Karachi

Job Description

 – Day-to-day management and oversight of the talent acquisition (TA) operation across Pakistan, to deliver outstanding customer experience and drive business performance.  Responsible for:  – Executing senior-level hiring, international moves and end of assignment plans  – Managing the team to achieve:  – Hiring targets and KPIs (time, cost, quality, governance)  – Budget and people objectives  – Compliance with regulatory requirements and internal policies, procedures, limits and other controls – Scope:  all employed worker hiring, internal and external, local and international; end of assignment moves and transfers on assignment.  Accountable for all countries within designated jurisdiction, including those where transactional talent acquisition activity is undertaken by people outside the function.  Strategic oversight and reporting responsibility for agency worker hiring

Key Roles & Responsibilities

Customer experience and relationship management  – Provide strategic, consultative advice to senior business stakeholders (including Country CEO and MANCO members), coaching them to take a future focused perspective to their talent acquisition needs  – Translate business objectives and stakeholder needs into talent acquisition plans and approaches:  – Partner with key stakeholders to align to global product, business and operational strategies / agenda  – Develop and gain approval of the associated strategy, plan and business case  – Fulfil the business’ hiring requirements (including graduate and management associate hiring targets), achieving time, cost, quality and governance KPIs   – Increase the profile of TA.  Foster strong, credible relationships with internal and external stakeholders (including senior managers in the business, HR, candidates, suppliers, regulators) to achieve desired outcomes:  – Deliver high levels of sponsorship, engagement and collective understanding  – Increase stakeholder awareness of what TA offer and need in return  – Manage change to facilitate local HR and business readiness for new product / process implementation  – Senior point of escalation for designated jurisdiction.  Exercise sound commercial judgement, responding to and resolving (the root cause of) issues appropriately and promptly 
Resource management  – Develop accurate demand forecasts for designated jurisdiction, and scenario plan  – Monitor and manage team capacity to optimise resource usage (deploying internal and external overflow, as required)  – Deliver the budget (tracking and reconciling financials on a regular basis), creating capacity for key business priorities  – Achieve required cost savings, increasing direct sourcing throughout designated jurisdiction  – Report performance through TA performance management committee (PMC) reviews, providing shrewd business insights behind the results 
People management  – Build and manage a high performing team, managing employee engagement, development, succession and retention day-to-day  – Drive and embed a strong performance and risk management culture through inspiring, motivating, and rigorous management discipline  – Drive the right team behaviours, including global collaboration and customer focus  – Set clear direction for the team and implement a robust tracking, reporting and escalation framework that includes clear metrics, KPI reporting and analysis, and formal reviews:  – Run frequent commit calls to manage delivery progress (sourcing, selection, offers, hit rates etc) and resolve issues  – Analyse dashboards, metrics and reporting to track progress, identify issues etc  – Provide regular updates to key business and HR stakeholders, promptly escalating key issues  – Achieve strategic people requirements, ensuring the organisation structure and people programmes are appropriate for the delivery of plans and targets e.g. resources fully aligned to the coverage model, clear lines of control and delegations of authority in place, etc  – Build the bench-strength of the team.  Provide ongoing coaching and ensure the right development interventions are deployed, with all team members achieving the required certifications (including TA 101)  – Build designated jurisdiction in to a centre of operational excellence, setting the standards for other countries to follow, sharing best practice, knowledge and expertise 
Risk management and control  – Deliver disciplined adherence to all applicable regulatory requirements and internal policies, procedures, limits and other control requirements, ensuring:  – Strategy is aligned with risk appetite, optimising the risk / return profile  – Robust management controls, processes and reporting are in place  – All material risks are identified, assessed, mitigated, monitored and reported (including emerging risks on the horizon)  – All key risk control standards are adhered to, with relevant plans in place  – Audits and peer reviews are appropriately managed and all applicable items are graded “acceptable” or “well controlled” (or the equivalent)  – Ensure exemplary team, hiring manager and supplier compliance to controls and standards including (but not limited to): search firm / agency engagement; approvals and exceptions processes; offers; staff screening; immigration etc  – Review and address any non-compliant activity, managing exceptions, challenging behaviours, driving cultural change and implementing consequences  – Identify and drive the case for change regarding key issues impacting designated jurisdiction; assess whether there’s a global, regional or local impact and respond accordingly  – Use data and factual evidence to drive and underpin day-to-day management actions and decision-making (including driving compliance, identifying opportunities for improvements and driving for gap resolutions)  – Deliver management reports (including status reports) on time, and to the required quality  – Contribute to the proactive and visible leadership of TA across the Bank, representing TA in forums and initiatives as required, including the local Functional Operational Risk Committee 
Product Delivery  – Accountable for delivery of the end-to-end talent acquisition and deployment process across the designated jurisdiction, including (but not limited to):  – Business needs discussions; sourcing; selection; approvals and exceptions; package construction and offer negotiation; contract production; signing and issuing relevant documentation; staff screening; employee ID creation; devising and implementing pre-joining strategies to keep candidates warm; and  – Executing international talent deployment activities (as applicable) including: (i) policy selection (ii) managing move planning and approvals (iii) supporting the Operations team in managing exceptions requests (iv) ensuring timely: signing and issuance of assignment documentation, and initiation of relocation services (v) end of assignment planning, working with key stakeholders to plan and make on-assignment and end of assignment decisions, and implement them accordingly (in line with planned business or talent development strategy and/or succession plans, as applicable)  – Deliver the end-to-end process for senior level requisitions under remit, in line with the capacity model (accountable for the end-to-end process for Band 3 and 4 hires)  – Establish clear diversity hiring plans across designated jurisdiction, ensuring achievement of local priorities / requirements (e.g. localisation requirements)  – Thoroughly embed the Group’s selection products and processes.  Participate in attraction and selection activities / events as required  – Deliver full compliance to the brand governance process and ensure the brand and value proposition are fully embedded in key touch points  – Ensure readiness for, and full implementation of, new products and processes  – Monitor and manage third party supplier performance against SLAs, driving performance and resolving issues  – Approve exceptions and authorise contracts and international assignment documentation, in line with authority matrices  – Accountable for the accuracy, completeness and integrity of data held within talent acquisition systems for designated jurisdiction  – Lead country / regional projects, as required (for example: embedding the TA model in new country locations, etc)

Qualifications & Skills

Essential  – Proven leader with demonstrated strengths and experience in coaching, managing and engaging a team to achieve superior performance  – Has held a senior management position in delivering recruitment solutions in a large, international, blue-chip business, with demonstrated success in:  – Placing senior-level candidates  – Leading end to end Talent Acquisition processes  – Building attraction strategies to deliver new hires cost effectively and within budget  – Preferred supplier management   – Leading change, with strong project management experience  – Experience in working across a complex matrix organisation  strong consultative and negotiation skills combined with the proven ability to manage internal politics  – Proven delivery capabilities – track record of multi-tasking, prioritising, and setting and achieving deadlines (both short and long term)  – Results-oriented.  Proven ability to manage numerous conflicting priorities, adapt rapidly and work well under high pressure in a fast-paced environment, while providing a quality customer service  – Gravitas and credibility  proven ability to effectively influence, challenge and guide stakeholders at senior levels  – Significant relationship management: builds and maintains strong relationships across a wide range of demanding and fast-paced stakeholders (internal and external) and harnesses these relationships in the best way possible  – Strong in operational control.  Proven ability to see the ‘big picture’, whilst simultaneously having close attention detail and ensuring effective operational delivery  – Proactive, problem solving approach combined with a proven ability to challenge in order to deliver business results  – Good business judgement and commercially minded:  – Proven success in prioritising extensive and complex sets of issues, assessing risk and appropriate levels of return  – Proven experience in handling budgets  – Analytical skills and a proactive, problem solving approach  – Pragmatic, customer-focused approach  – Excellent (verbal and written) English communication skills  – Flexibility and a preparedness to ‘roll up his / her sleeves’ when necessary to get the job done  – Knowledge and understanding of relevant employment legislation (e.g. data protection) for jurisdiction  – Able to travel internationally, as required 
Desirable  – Knowledge and experience of HR information systems (PeopleSoft preferred)  – Experience in and / or good general knowledge of the Financial Services industry and job market  – Working knowledge of the Bank’s client groups, structure and operations  – M&A experience

Tagged as: sc-Pakistan