Country Head, Talent Acquisition at Standard Chartered Bank-Africa
Manage the delivery of the end-to-end talent acquisition process for a country / countries, covering both operational and strategic talent acquisition support for all employed worker (internal and external) local and cross border hires and transfers, ensuring all talent acquisition activity is aligned to and effectively communicates the employer brand. The Country Head, Talent Acquisition will ensure the team is talent focused, cost effective, efficient and aligned to business needs. Focusing predominantly on execution, people and resource management, the role holder will attract, develop, engage, deploy and retain a team of specialists, encouraging high performance behaviours to ensure delivery of recruitment targets at the right time, the right quality and the right price.
Working closely with the country MANCO and HR teams, the role holder will be accountable for Band 3 and 4 hiring, and have strategic oversight, reporting and MI responsibility for agency worker hiring.
Job Title: Country Head, Talent Acquisition
Location: South Africa-SCB
Country: Africa
Company: STANDARD CHARTERED
Key Roles & Responsibilities
People and Resource Management
•Strategic, reporting, governance and risk management accountability for countries under remit where transactional talent acquisition activity is undertaken by HR RMs.
Responsible for providing coaching and specialist advice to HR RMs in these countries
•Collaborate with other (Country) Heads, Talent Acquisition across the function (and as part of the management team for the region), to facilitate issue resolution, international moves and sharing of knowledge and expertise
•Develop capacity plans in line with global models, monitoring workloads and managing internal and external overflow capacity within the country to achieve optimal deployment of internal resources and external vendors
•Build and manage a high performing team which benchmarks strongly in the internal and external market; attracting, developing, engaging, deploying and retaining the best talent, encouraging high performance behaviours
•Champion team development, ensuring all team members are coached and achieve certification in the Talent Acquisition Curriculum.
Operate as a key subject matter expert in the development and delivery of curriculum material, as required
•Build robust succession plans and move high potentials into larger, specialist, management or cross border development roles
•Manage cross functional / complex Talent Acquisition projects, as required. Overall point of contact for any global initiatives impacting countries under remit
•Provide ad hoc support to the Regional Head, Talent Acquisition, as required Relationship Management
•Pathological and infectious collaboration to build / develop strong, sustainable relationships with internal stakeholders, influencing key business managers to increase the profile of the Talent Acquisition team / function, delivering a high degree of sponsorship, engagement and buy-in/understanding between the business and Talent Acquisition, increasing awareness of Talent Acquisition’s total service offering and hiring managers’ responsibilities, optimizing frontline delivery
•Manage change to facilitate business readiness for new product implementation
•Participate in regional and global Talent Acquisition initiatives and forums, as required
•Build and develop strong, sustainable relationships with external stakeholders, promoting the Bank as an employer of choice to drive performance and recruitment of the right person, at the right time, at the right price
•Senior point of escalation within the country.
Identify and address the root cause of issues, providing advice and ensuring queries and issues are managed and resolved in a timely fashion Targets & Budgets
•Establish budget forecasts for countries under remit, influencing appropriate stakeholders to obtain approvals, managing budgets within or under approved levels
•Monthly tracking of financials, including vendor / job board recharges and monthly reconciliations
•Accountable for ensuring delivery of the strategic talent acquisition agenda for country / countries under remit, achieving direct sourcing (cost saving) targets
•Accountable for meeting the budgeted recruitment targets for countries under remit to time, quality & cost, providing strong leadership to ensure that the team delivers these targets in terms of service and quality, client and candidate satisfaction, financials and continuous improvement
•Guide the business on talent acquisition planning (first principles) Reporting, governance, risk management and continuous improvement
•Liaise with the regional hub, ensuring their standards are adopted in countries under remit wherever possible, sharing any local best practice, business knowledge and technical expertise
•Accountable for delivering reports (including status reports) on time, and to the required quality
•Strategic, reporting and MI accountability for all countries under remit.
Accountable for the quantity and quality of data held within PeopleSoft for countries under remit.
Analyse dashboards, reports and MI to proactively monitor and interpret internal and external conditions, using these findings to identify areas for improvement
•Deliver operational excellence and continuous improvement of Talent Acquisition best in breed solutions and strategies to meet business needs
•Drive the implementation and use of: talent acquisition systems (including TAM and WCN), global processes, policies and audit / regulatory requirements throughout the region, championing change and driving compliance
•Conduct quarterly performance review meetings with Country Heads of HR
•Accountable for delivering exemplary governance, compliance and risk management across the region, covering talent acquisition processes, policies and activities:
•Ensure appropriate governance processes are in place throughout region
•Ensure all material risks are identified, assessed, mitigated, monitored and reported
•Ensure all applicable policies, procedures, limits and other risk control requirements are implemented and complied with
•Propose control enhancements to ensure that any known risks are controlled within acceptable boundaries and to consistent standards
•Identify, for the consideration of Risk Control Owners, activities that should be a focus for independent assurance
•Align strategy with risk appetite and seek to optimise the risk / return profile
•Set the right tone for the risk management culture of the team in internal communication and performance objectives
•Ensure that all key risk control standards are adhered to and relevant action plans are in place so that all countries operate within an acceptable level of risk and country Talent Acquisition audits are managed appropriately
•Review and address non-compliant activity across the country, managing exceptions, challenging behaviours, driving cultural change and driving the implementation of consequences to address hiring manager non-compliance Needs Definition
•Provide strategic, consultative talent acquisition advice to Country CEO and MANCO members in consultation with Country Head of HR, challenging their thinking and coaching them to consider their talent acquisition needs from a broader and more future focused perspective (as well as short to medium term), facilitating the creation of high level Talent Acquisition plans and priorities
•Translate country business objectives into high level talent acquisition plans and strategies, closely aligning them to the broader group talent acquisition and talent development agenda
•Use high level talent acquisition plan to set clear direction for (Senior) Talent Acquisition Managers / Specialists, enabling them to conduct first principles resource planning with senior business managers under their remit
•Upskill and coach (Senior) Talent Acquisition Managers / Specilaists in diagnosing real business needs and creating talent acquisition plans and solutions that address business priorities.
Sourcing
•Accountable for sourcing for senior level hires (Band 3 and 4), ensuring direct sourcing channels and the relevant preferred suppliers are used
•Ensure delivery of direct sourcing targets for the country, at the right quality and cost, running competitive disruption exercises in line with business needs
•Coach (Senior) Talent Acquisition Managers and Specialists to design and deliver sourcing strategies and solutions that meet business needs, generate diverse pools of applicants and control cost bases
•Develop and lead initiatives to drive more diverse talent acquisition pools
•Identify ways to build the candidate experience as they go through the Talent Acquisition process in-country, sharing best practice regionally and globally, as appropriate
•Drive greater cross functional and cross border talent moves
•Manage relationships with preferred vendors (search & contingent) for the country, establishing high performing (local) PSLs (as required), in line with global guidelines; regularly review and challenge supplier performance, resolving issues and updating the (local) PSL as necessary, providing feedback to Group Talent Acquisition regarding the global PSL
•Manage non-compliant and niche supplier activity
•Participate in intern, graduate and MA recruitment events and activities (e.g. careers fairs), as required.
Selection
•Ensure the Group’s selection products and processes are thoroughly embedded across the country, improving effectiveness of selection and minimizing risks
•Drive culture change to embed greater hiring manager discipline in all aspects of the talent acquisition process e.g. ensuring hiring managers are upskilled in short listing and recording interview notes, ensuring prompt provision of feedback etc
•Support the relevant Talent Acquisition Managers / Specialists, where required, in conducting interviews and assessing candidates as part of assessment days for programme roles e.g. MAs.
Hiring
•Ensure all required approvals are obtained before offers are made
•For senior hires and moves: work with relevant stakeholders to determine the applicable international move policy type, obtain cost estimate and move costings and approvals, and confirm move objectives.
Attend new hire assignee briefing calls.
Liaise with Talent Acquisition Coordinator to ensure accurate and timely contract issuance following verbal offer.
Liaise with IM Operations to ensure timely assignment letter development / issuance and initiation of relocation services
•Support the IM Operations team in managing exceptions requests for international moves, as required
•Sign off international assignment letters / documentation
•Monitor accuracy and efficiency of contract management process, ensuring SLAs are met and customers are satisfied
•Develop competitive total reward packages for senior hires, negotiating offers and assisting in the negotiation of release dates; coaching (Senior) Talent Acquisition Managers/Specialists in package construction and conducting negotiations and counter offers
•Monitor candidate conversion rates, developing and implementing action plans to address any controllable root causes to improve acceptance rates Pre-employment
•Accountable for ensuring all immigration and PEEV minimum standards are met, continually reviewing compliance data and managing third party pre-employment screening supplier performance against SLAs (including key performance metrics, customer service standards, on-going relationship management)
•Ensure all Talent Acquisition related Right Start pre-employment global standards are met
•Accountable for developing and ensuring delivery of effective pre-joining strategies for senior hires (Bands 3 and 4), and providing thought leadership and monitoring the same for other hires.
End of assignment
•Accountable for ensuring end of assignment planning takes place promptly, engaging and following-up with the relevant team members following receipt of the monthly end of assignment reports to ensure they identify appropriate roles for the assignees.
Execute planned business or talent development strategy and/or succession plans, as applicable
•Work with line managers and other relevant stakeholders (e.g. Home Talent Acquisition team) to plan and make appropriate on-assignment and end of assignment decisions for senior leaders, and implement accordingly.
Employer brand and Employer Value Proposition
•Accountable for ensuring the employer brand is fully leveraged, and embedded in talent acquisition touch points (including candidate and vendor interactions) throughout the country, ensuring full understanding and alignment by team members, Hiring Managers and HRRMs to deliver consistency of message and optimal candidate experience
•Deliver full compliance to employer brand governance process across the country / countries under remit Generic measures of the role (includes both qualitative and quantitative metrics)
•Talent Acquisition Scorecard and dashboard metrics, and cost savings delivered
•Feedback from team; other Heads, Talent Acquisition; Head of HR; senior business leaders and key hiring managers.
Additional Job Information (e.g. scope of role, product area focus, impact) The working environment demands an ability to work in a fast paced, changing, international, matrix environment, while providing a quality client service.
Some international travel may be required.
Qualifications: Qualifications & Skills Essential
•Proven experience in coaching, managing and engaging a team •Successful track record of placing senior (director) level candidates
•In-depth experience of recruitment at a strategic level (in-house preferred, or search firm / consultancy), leading end to end. Talent Acquisition processes and building creative attraction strategies to deliver new hires cost effectively and within budget
•Experience of PSL management and negotiating supplier agreements •Experience of working in a complex matrix, dealing with demanding and fast-paced client groups and successfully building / managing sustainable relationships with teams, customers, suppliers, senior managers and other stakeholders from a broad base of cultures, operating across a variety of countries/locations
•Able to see the ‘big picture’ and think conceptually, whilst simultaneously working on the details
•Financial management and commercial skills •Excellent communication and influencing skills, enabling the role holder to build credibility quickly •Strong consultative and negotiation skills
•Proven delivery capabilities – track record of multi-tasking, prioritising, and setting and achieving deadlines (both short and long term) •Pragmatic, customer-focused approach
•Proactive, problem solving approach combined with a willingness to challenge in order to deliver results
•Flexibility and a preparedness to ‘roll up his/her sleeves’ when necessary to get the job done. Some international travel will be required
•Knowledge of / exposure to relevant employment legislation (e.g. data protection) Desirable
•Experience in and / or good general knowledge of the Financial Services industry and job market
•Proven track record in project management and/or change programmes and/or M&A experience
•Working knowledge of SCB client groups, structure and operations
How To Apply You can search and view current opportunities across our organisation and apply immediately by registering or logging in to our careers website www.standardchartered.com/careers. To help speed up your application, please note the following: – You will need to log in (or register if you are visiting our careers site for the first time) before you can apply for a specific role – Some roles may require you to undertake an online talent assessment in addition to completing the application form (to facilitate this process it is preferable that you provide us with an email address as part of your contact information) – We will ask you about your education, career history and skills and experience, it may be helpful to have this information to hand when completing your application. It usually takes 15 – 20 minutes to complete the application form; you can save your application at any time and return to complete it at your convenience.
Closing Dates The closing date for applications is 26/07/2012. Please note all closing dates are given in Hong Kong time (GMT + 8 hours). We aim to respond to successful applicants within four weeks and will keep a record or your application in our database so that we can contact you when suitable vacancies arise in future. Diversity & Inclusion Standard Chartered is committed to diversity and inclusion. We believe that a work environment which embraces diversity will enable us to get the best out of the broadest spectrum of people to sustain strong business performance and competitive advantage. By building an inclusive culture, each employee can develop a sense of belonging, and have the opportunity to maximise their personal potential. Application Link: Click here to apply
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