• Negotiable
  • Singapore
  • Permanent, Full time
  • Standard Chartered Bank Singapore
  • 28 Nov 17

Head, Workforce and Capabilities Framework

  • Location: Singapore
  • Salary: Negotiable
  • Job Type: Full time

Please view Job Description for details.

Develops and implements strategies to attract and maintain a highly skilled and engaged workforce, by leveraging the capabilities of existing talent, and building appropriate capability and talent model to drive the shape of the future workforce in line with the organisations short, medium and long term strategic imperative

Key Roles and Responsibilities

  • Lead global strategic workforce planning initiatives and deploy a standardised strategic workforce management approach to deliver the desired future workforce design and shape for the global distribution network
  • Drive the development of appropriate global workforce strategies and execution plans to deliver enhanced workforce capabilities for the future global workforce in the short, medium and long term through in line with the 5 year Corporate Plan
  • Lead an annual comprehensive needs assessment and evaluation of current vs. future workforce capabilities to and asses what the current workforce resources are and how they will evolve over time in the context of the ongoing digitisation and retail transformation

  • Drive workforce optimization strategies for re-ductions in force and re-deployment of force to deliver the distribution strategy and attendant cost saves factoring in turnover and natural attrition, we-serve, digitisation and branch network optimisation initiatives
  • Continuously assess and incorporate the impact of digitisation and technology on ways of work, and map out linkages and initiatives to increase productivity across distribution network
  • Integrate workforce supply and demand analysis into the strategic planning and budgeting cycle

  • Outline the key business initiatives impacting workforce planning and development, and ensure integration with budgeting and corporate planning cycles
  • Embed workforce analytics and planning across critical distribution job roles; and the production of workforce dashboards integrating vintage analysis, turnover analysis, and future needs capability assessments to enable alignment of workforce requirements to the corporate plan
  • Utilise the outcomes in decision making to identify skill and resourcing trends and capabilities needs and gaps within the distribution network and feed these into talent development and training initiatives

People and Talent
  • Oversee training and learning and development initiatives of the current and future distribution network workforce in partnership with HR and T&D
  • Develop a comprehensive picture of where gaps exist between competencies the workforce currently possesses and future competency requirements
  • Apply workforce analytics and forecasting to the development of training programs and new career paths to for all critical job families within and distribution; where relevant extending these analytics capabilities to critical support functions linked to or associated with retail distribution
  • Design and deploy the best retention strategy for critical job families within distribution populations to build and develop internal organisational talent through targeted training and development activities.

Risk Management
  • Develop and implement clear structures of accountability to ensure that team members are capable of performing successfully in their roles

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.
  • Lead the Network Design team to achieve the outcomes set out in the Bank's Conduct Principles: [Fair Outcomes for Clients and The Right Environment.]
  • Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.

Qualifications and Skills

  • Relevant understanding of Distribution job families and processes
  • Strategy articulation and execution
  • Strong communication and influence skills
  • Project Management skills to manage multiple deliverables
  • Familiarity with certification requirements for frontline staff
  • Analytical and data skills, ability to present data in an concise manner in order to influence decisions
  • Ability to balance trade-offs between risk vs returns as a consequence to achieving program targets
  • Experience in people processes such as competency development, learning and development or recruiting
  • Languages: English
Key Stakeholders
* Global Head, Retail Distribution
* Members of the Learning Forum
* Global Head, Distribution Transformation, Voice and Virtual
* Global Head, Branch Banking & Acquisition
* Global Head, Digital Adoption
* Head, Performance Framework
* HR BP, Distribution
* Learning Head, Retail Banking
* Colleagues in the Distribution Network team
* Regional and Country RB and CR Heads