Group Head of People Risk

Job description

Role Title: Group Head of People Risk
Business: Group HR
New or Existing Role? New
 
Role Purpose
·         Lead oversight for the identification, assessment and mitigation recommendations of People Risk at Group and Global levels, including regulatory and compliance issues.  Embed new People Risk scorecarding and ensure linkage with the broader Personal Conduct agenda.  Continually re-define a future state for 2LoD
 
Key Accountabilities
Impact on the Business
Timely and accurate People Risk reporting to all stakeholders 
Provide insightful analytics at Group and Global levels
Robust identification and assessment of People Risks, and their mitigation, in support of HR’s 2LoD.
 
Customers / Stakeholders
Group and Global Line HR ExCo members
GRC, Group RMM, Group HR RMM (including Group Audit, Group Risk and Compliance and Group Legal) and all similar governance structures at Global Line level.
Group HR COO, Group HR CRAO.
 
Leadership & Teamwork
Develop strong business partnering relationship with Group and Global lines HR ExCo Members
Translate issues and risks of concern to Group HR CRAO and HR ExCo into an actionable People Risk oversight strategy
Develop emerging and future People Risks which can be monitored
Manage 2LoD within the parameters of the broader Operational Risk framework and ensure alignment with other risk categories.  
 
Operational Effectiveness & Control
Maintain and improve existing 2LoD governance in particular dedicated People Risk RMMs.  Streamline governance to focus on materiality
Provide continuous oversight of proposed mitigating actions highlighting delayed activity, lack of effectiveness and poor execution
Review 2LoD controls within the Risk and Control library and those managed by specialist functions e.g. Performance and Reward
Review People Risks across Group-wide RCAs accessing the quality of their definition and making suggestions for change.  Educate HR Generalists about their role in defining People Risks in the RCAs
Devise new approach to the definition, capture and reporting of People losses to support stress testing and the AMA
 
Major Challenges
Managing a strong business partnering relationship with Global Lines Heads of HR, whilst also challenging them about risk management and mitigation progress
Define People Risk in a continually changing environment, which is dealing with significant commercial pressures and organisation re-structuring in parallel
Increasing recognition that People Risk is one of the top risks facing HBSC.  Maintaining a material based approach to priorities whilst People Risk is at the top of the Group’s agenda
Aligning People Risk reporting and articulation to the new Group Operational Risk framework, with particular focus on causality and impact
Strengthening People Risk mitigation oversight.  Ensure the objectives and accountabilities of mitigating strategies are clear
 
Role Context
To manage a dedicated and high quality team which provides oversight and advice to the Global Line Heads of HR about People Risk in their respective business areas.  This will be done through the timely and accurate reporting of People management information, the provision of guidance about the broader operational risk environment and independent perspectives of the effectiveness of risk mitigation activity. 
 
Management of Risk
·         The jobholder will also continually reassess the operational risks associated with the role and inherent in the business, taking account of changing economic or market conditions, legal and regulatory requirements, operating procedures and practices, management restructurings, and the impact of new technology.
·         This will be achieved by ensuring all actions take account of the likelihood of operational risk occurring.
·         Also by addressing any areas of concern in conjunction with line management and/or the appropriate department.
 
Observation of Internal Controls
The jobholder will also adhere to and be able to demonstrate adherence to internal controls. This will be achieved by adherence to all relevant procedures, keeping appropriate records and, where appropriate, by the timely implementation of internal and external audit points, including issues raised by external regulators.
·         The jobholder will implement the Group compliance policy by containing compliance risk in liaison with Global Head of Compliance, Global Compliance Officer, Area Compliance Officer or Local Compliance Officer. The term ‘compliance’ embraces all relevant financial services laws, rules and codes with which the business has to comply.
·         This will be achieved by adhering to all relevant processes/procedures and by liaising with Compliance department about new business initiatives at the earliest opportunity. Also and when applicable, by ensuring adequate resources are in place and training is provided, fostering a compliance culture and optimising relations with regulators.

Desired profile

Knowledge & Experience / Qualifications
Educated to a post graduate level, or above, preferably in a business related discipline
Proven expertise in managing senior stakeholder relationships, challenging and inflencing appropriately
A team leader who is delivery focussed
Outstanding understanding of either Human Capital or Operational Risk management, preferably both
High levels of motivation and drive with a proactive approach to exploring new ideas and concepts
Intellectual agility, in articulating risk management frameworks to non risk audiences
Comprehensive understatding of Audit and Compliance activities and frameworks
Culturally sensitive and adaptable
 
 
Within HSBC certain roles are designated as Enhanced Vetting Roles. For these roles, all internal and external applicants are required (subject to local laws), to pass satisfactorily a series of additional checks both as part of the application process and, if successfully recruited into the Enhanced Vetting role, on an on going basis. The Group reserves its position with regard to any steps which it may take in relation to any material adverse findings which arise either when the checks are first carried out as part of this recruitment exercise, and/or if relevant, on an ongoing basis.
This role has been designated as a Enhanced Vetting Role.
For more information about the relevant additional checks for this role please contact the hiring manager
  
We are an equal opportunity employer and are committed to creating a diverse environment.