Global Hrbp, Technology(India, Singapore)

Job Summary This role could be based in India and Singapore. When you start the application process you will be presented with a drop down menu showing all countries, Please ensure that you select a country where the role is based. The role holder is accountable for setting and delivering the people agenda for business facing CIO domains, aligned to the Technology and Operations plan, and the One People Plan. The role holder will drive and enable sustainable business performance, manage people processes and ensuring levels of capabilities and performance are aligned with current and future functional requirements. Strategic Advisory • Develop, review, and implement an effective Strategic People agenda for CIO domains that is aligned to the long-term business aspirations of the Group • Continuously review the relevant operating models to align these with the overall functional and business strategy, using all available data to assess effectiveness, demonstrating proactivity in surfacing, and securing resolution to points of misalignment • Support change programmes that are required to meet the business strategy (as necessary). • Develop deep business understanding, build relationships across levels and horizon scan externally to identify opportunities and shape people priorities • Use workforce analytics (internal & external) to inform strategic decisions and provide actionable insights to business leaders • Anticipate and mitigate people risks, guiding leaders through change and influencing behaviour to build sustained enterprise capability Workforce and Organisation Design • Ensure we have the right skills and structure to execute our strategy and deliver business growth. • Align investment to business priorities while managing workforce shape and size to deliver within budget. • Improve business resilience, agility and adaptability by designing flexible structures and frameworks that can quickly respond to business/ market changes and growth opportunities. Key Responsibilities Performance and Conduct • Partner with the respective CIO MTs to drive a high-performance culture, focusing on both financial and non-financial metrics. • Evolve our reward approach, in collaboration with PRB CoE, to align with business priorities, ensuring value of seat is at the heart of the reward proposition. • Elevate our organisational culture by embodying valued behaviours and demonstrating leadership capability to aspire, inspire, and execute effectively. • Use data to guide targeted interventions in relation to conduct expectations from our senior leaders Processes • Work with direct reports and other stakeholders to support the delivery of the T&O priorities and HR priorities, in a safe and well-controlled manner and on an end-to-end basis — incorporating infrastructure and technology requirements • Manage people processes (performance, reward, resourcing and talent) to ensure levels of capabilities and performance satisfy current and future requirements of the business in line with HRBP accountabilities to ensure levels of capabilities and performance satisfy current and future requirements of the business People & Talent • Drive skill-building interventions focused on key skills needed to win – human and technical - acknowledging both shared and distinct skill needs across businesses and functions. • Develop talent to ensure a high-quality succession pipeline at all levels and sponsor ongoing development activities that focus on the identified high performing and high potential individuals within the CIO portfolios. • Implement an effective buy, build and borrow approach to talent management, linked to the strategic workforce plan enabling diverse talent pipelines and redeployment opportunities across business and functions. • Keep abreast of the talent landscape externally to understand key market trends and shifts in workforce patterns to build an approach to external talent pipelining • Shape and translate the employee value proposition, overall and in relation to key roles, to become the employer of choice for top talent. Risk Management • Ensure any audit and compliance issues are resolved in a timely manner. • Ensure that Risk Management matters that are brought to the job-holder’s attention are subject to direct remedial action and/or escalated, where appropriate to relevant risk committees Governance • Embed the Group’s values and code of conduct as it relates to the role remit to ensure that adherence with the highest …