The Role Responsibilities
HR Digital Enablement is responsible for ensuring we continue to have an agile, resilient and human led HR digital landscape that optimises our investment, continually innovates and delivers exceptional experience for our colleagues. This role is responsible for taking a leading role in Digital Enablement, partnering with our technology and business stakeholders to ensure issues, changes and improvements to our HR technology portfolio are identified and managed effectively and efficiently.
Strategy
· Ensuring our technology choices align with our digital principles and continue to evolve and enhance with product updates, insights and market information.
· Taking a lead role in business architecture guidance in design and providing healthy challenge and alignment with our overall strategy across HR.
· Advise and support HR and other key business stakeholders in understanding and optimising how business challenges, processes and policies can be functionally enabled through tools and technology.
· Be aware of, and keep up to date with, developments and innovations in relevant HR technologies.
· Be able to think holistically, challenge and assess technology proposals for appropriateness and fit with business requirements, priorities and standards; and provide advice on options.
Business
· Leading on our delivery of core HR technology in Asia, specifically for our critical core Group HR technologies SuccessFactors, myHR and WalkMe plus other enabling solutions.
· Taking a lead role with relevant senior HR and business stakeholders globally and within Asia, to review and agree priorities for HR technology delivery, including any process, people or data impacts; engaging with HR Change & Engagement as appropriate to support.
· Provide support and guidance where appropriate for completion of relevant quality, technology and governance processes.
· Manage relevant senior HR and other business stakeholder engagement as required, ensuring alignment, support and buy-in for any technology changes.
· Provide leadership and functional expertise in partnering and troubleshooting issues in HR technologies and make recommendations for remediation across process, policy and technology as needed.
Processes
· Where required, to work with stakeholders and understand any relevant process impacts for relevant technology changes with end to end with user experience, scalability and future proofing foremost.
· Working with key stakeholders to help drive continuous improvement and operational efficiency of processes through enabling technology to optimise and increase scalability, adoption, employee experience and efficiency measures, and reduce risk.
People & Talent
· Lead through example and build the appropriate culture and values. Set appropriate tone and expectations for the team and work in collaboration with risk and control partners.
· Provide effective leadership to the team, communicate the vision and build commitment and energy to focus on key priorities
· Ensure the provision of ongoing training and development of people, and ensure that holders of all critical roles are suitably skilled and qualified ensuring they have effective supervision in place to mitigate any risks.
· Review team structure/capacity plans including ensuring adequate staffing, recruiting team members, strong talent identification, succession planning and development activities.
· Set and monitor job descriptions and objectives for direct reports and provide feedback and rewards in line with performance against specific responsibilities and objectives.
Risk Management
· Embed the Group’s values and code of conduct across the function
· Ensure that Risk Management matters that are brought to the job holder’s attention are subject to direct remedial action and/or ensure adequate reporting to the appropriate Risk Committees
· Promote an environment of performance, collaboration and compliance, to ensure issues are raised and blockages are resolved in a timely manner
Governance
· Awareness and understanding of the regulatory framework, in which the Group operates, and the regulatory requirements and expectations relevant to the role.
· Ensure the Digital Enablement strategy aligns with the relevant Technology, Data Privacy and Governance standards and legislation.
· Working with HR Change Forum / Change Office to ensure appropriate assessment and inputs for any new changes are in line with relevant governance framework.
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.
· Support the HR Digital Enablement team to achieve the outcomes set out in the Bank’s Conduct Principles: Financial Crime Prevention; The Right Environment.
· Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.
Key stakeholders
· Global Head HR Strategy & Digital Transformation
· Global Head HR Service Management
· Head HR Asia
· Head HR Singapore
· Head HR Korea
· HR Service Management Leadership Team
· HR Leadership Team
· HR COEs
· HR Governance and Control
· HR People Insights and Analytics
· TTO HR
Our Ideal Candidate
· 10+ years of experience working within Human Resources in the financial industry preferable
· Experience of leading and working within HR Cloud based technology programmes
· Experience of HR technology solutions in particular SAP SuccessFactors
· Masters or bachelor’s degree – preferably technical
· Language: Fluent in written and spoken Business Communication
Role Specific Technical Competencies
· SAP SuccessFactors platform
· Effective Communications
· Industry Knowledge
· Communicating Complex Concepts
· HR Consulting
· HR: Policies, Standards and Procedures
About Standard Chartered
We're an international bank, nimble enough to act, big enough for impact. For more than 160 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
· Be better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term
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, parental/maternity (20 weeks), sabbatical (12 weeks 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.
Recruitment assessments - some of our roles use assessments to help us understand how suitable you are for the role you've applied to. If you are invited to take an assessment, this is great news. It means your application has progressed to an important stage of our recruitment process.
Visit our careers website www.sc.com/careers