Specialist, D&I

Job Summary

Strategy

Responsible for implementing and embedding the Group's Diversity, Equity & Inclusion strategy within the Europe and Americas (EA) region and supporting the CCIB D&I client engagement strategy.

The role will partner with EA and CCIB Management to achieve:

• Defined EA DEI targets (Gender, Ethnicity, and Inclusion)
• Understand and realise our client DE&I ambitions

and chart and execute a plan in conjunction with the business management teams to meet both regional and collective goals.

Business

• Partner with EA management and businesses to lead on EA DEI initiatives that are aligned and focused on achievement of EA Gender and Ethnicity targets.
• Support and lead on the development of client D&I activities that align with business objectives and drive team performance and risk management at all levels.
• Drive awareness of DE&I and its value, focusing on supporting key stakeholders.
• Develop DE&I programmes and tools for the EA region as well as identified CCIB client areas.
• See ahead to future DEI possibilities that drive the gender, ethnicity, and client agenda and translating them into strategies that predict and address changing needs.

Processes

EA DEI

• Partner with EA management, business and other key stakeholders (e.g., ERGs) to lead, develop and drive innovative and creative initiatives aimed at achieving the EA DEI targets and enhancing our commitment to being an inclusive employer.
• Proactively engage in the identification of diversity best practices and benchmarks as input to designing and implementing Gender, Ethnicity, related initiatives, keeping abreast of emerging trends and opportunities.
• Collaborate with businesses, ERGs and CABM to build and manage the communication strategy for promoting and highlighting EA DE&I programs, supporting brand promotion and evolution.
• Develop and manage regular updates on EA DE&I targets and metrics that align with reporting requirements, whether for internal or external stakeholders.
• Monitor, analyse, report on progress to achieve the EA DE&I targets and build internal and external awareness of performance and progress as well as make recommendations that maximise client, business and community impact.

Client

• Partner with CCIB management, business and other key stakeholders to lead, develop and drive a client D&I approach.
• Lead and create a methodology to identify key client D&I needs to be part of our standard business activities and process where possible.
• Benchmark client D&I best practices and identify ways to incorporate practicable and scalable improvements into the CCIB.
• Develop client D&I content for increasing awareness and upskilling CCIB colleagues and external stakeholders, such as core external partnerships used for brand promotion, outreach and engagement
• Incorporate client D&I objectives into policies and / or procedures.
• Develop and manage regular updates on client D&I targets and metrics that align with reporting requirements, whether for clients, regulators, or internal stakeholders.
• Monitor, analyse, report on effectiveness of the client D&I approach against stated goals to build internal and external awareness of the Group's performance and progress as well as make recommendations that maximise client, business and community impact.
• Builds relationships with key stakeholders across the Group to facilitate achievement of client D&I goals.
• Consult with CCIB Management and various business leaders to ensure appropriate identification, qualification, and inclusion of client D&I needs.
• Embed D&I principles within CCIB guidelines to support relationship managers and relevant teams position the Bank during RFPs, competitive bidding process, etc.
• Develop and maintain client D&I business case and programme strategy in alignment with D&I strategy and objectives.
• Lead key client D&I initiatives or projects with high business impact, including but not limited to budget, spend, relationships, etc.
• Develop and maintain client D&I materials and resources with current and updated metrics, storylines, case studies and tools.

People & Talent

• Provide DEI related leadership and coaching, when appropriate, to leaders and managers via one-to-one and group interactions

Risk Management/Governance

• Focus on diversity, equity and inclusion governance through relevant forums, including escalation of risks and issues

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.
• Achieve the outcomes set out in the Bank's Conduct Principles: [Fair Outcomes for Clients; Financial Crime Compliance; The Right Environment.] *
• Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.

Key Stakeholders

• E & A D&I Council
• Global D&I Council
• CCIB D&I Council
• Leadership Team
• E & A Management Teams
• Other D&I Councils
• HR Community
• Corporate Affairs and Brand & Marketing
• Legal
• External vendors and suppliers

Qualifications

• Extensive experience doing a similar role in a global and complex organisation
• Ability to engage, challenge and influence senior management and work at all levels across the organisation
• Ability to work collaboratively with a geographically distributed workforce
• Ability to execute tactically and operate with limited support, as well as to lead
• Strong interpersonal and presentation skills
• Knowledge of financial services sector preferred

Role Specific Technical Competencies

• Industry Knowledge
• Effective Communications

The Role Responsibilities

• The Head, HR PMO & Change Office is responsible for change governance and Ways of Working across all HR Change, including management and oversight of investment budgets and resourcing, ensuring scope and outcomes align with HR and the organisation's overall business objectives and goals.
• Responsible for management of cyclical investment activities to secure budgets for HR Portfolio, including Strategic Investment Review Forum (SIRF) submissions and Management Business Reviews (MBRs). Responsible for the governance, tracking and monitoring of all Quarterly Performance Review (QPR) and SIRF-funded HR initiatives, in line with Group standards.
• Responsible for implementing and embedding Ways of Working across the Function, including oversight of Hive & Squad set-up, migration of tooling and new standards.

Strategy and Approach

• Define and oversee the governance structures through which change is identified, scoped and commissioned across HR within the Group
• Apply understanding of Group strategy, HR strategy and business environment in change identification, prioritisation and commissioning
• Make the case for HR investment during relevant cycles, works with wider Group Transformation Office stakeholders to define strategies for securing required investment into the HR function
• Challenge senior stakeholders on completeness of submissions and takes action and makes recommendations on commissioning outcomes in line with HR strategy and business requirements
• Provide coherent visibility of overall change roadmap across the HR function to all stakeholders to enable strategic decision making at all levels
• Lead HR Change ensuring robust and efficient processes in place to manage all HR change requests.
• Further enhance our efficient and effective delivery of strategic change by leading the new Ways of Working (WoW) and the transition to agile within the HR function.
• Support HR Headcount and Budget globally in collaboration with HR for HR and HR CFO.

People and Talent

• Lead through example and build appropriate culture and values. Set appropriate tone and expectations from their team and work in collaboration with risk and control partners
• Ensure the provision of ongoing training and development of people, and ensure that holders of all critical functions are suitable skilled and qualified for their roles ensuring that they have effective supervision in place to mitigate any risks
• Employ, engage and retain high quality people, with succession planning for critical roles
• Set and monitor job descriptions and objectives for direct reports and provide feedback and rewards in line with their performance against those responsibilities and objectives

Risk and Compliance

• Ensure all governance is delivered to audit quality standards
• Accountable for ensuring all decisions are taken within Bank governance; individual decision-making rights for relevant cloud programmes as appropriate to defined programmes governance
• Accountable for ensuring all operational risk, legal, regulatory and compliance sign offs are in place throughout the delivery lifecycle
• Proactively manage all programmes risk, across resourcing, scoping, design, build and delivery, both internal and external (HR wide and Bank wide).

Regulatory and Business Conduct

• Comply with the highest standards of regulatory and business conduct and practices as defined by internal and external requirements.
• Assess requirements and take accountability for ensuring all regulatory requirements related to the introduction of key cloud products and supporting business processes are met in a timely fashion, including data residency, data privacy, outsourcing arrangements and legal requirement
• Understand and ensure compliance with, in letter and spirit, all applicable laws, regulations and guidelines including those governing securities activities, company law, anti-money laundering, terrorist financing and sanctions; the Group's policies and procedures; and the Group Code of Conduct.
• Take personal responsibility for understanding the risk and compliance requirements of the role.
• Effectively and collaboratively identify, escalate, mitigate and resolve risk and compliance matters.
• Embed the Group's Values and Group Code of Conduct to ensure adherence with the highest standards of ethics. Comply with relevant policies, processes and regulations, as part of the culture.

Key Stakeholders

• Global Head, HR Strategy & Digital Transformation
• Global Head, HR Strategic Change
• HR Strategy & Digital Transformation Leadership Team
• HRMT and HRLT
• Accountable Executives and Chief Product Owners
• HR TTO team
• Group Transformation Office

Our ideal candidate

• 15 plus years of experience leading a PMO or working in a Change Delivery / Programme Management role, Human Resources and in the financial industry preferable
• Have worked in an international, dynamic organisation
• Ability to balance strategic thinking, with operational detail where required to assure quality and problem solve
• Excellent stakeholder engagement skills and ability to adapt to different styles according to target audience.
• Demonstrated competency in decision making and problem solving; resource management; conflict management; leadership; and planning, prioritising and goal setting.
• Excellent communication skills - oral, written and presentation.
• Deep understanding of PMO processes and requirements
• Strong understanding of complex programmes financials and financial processes
• Evidence of prior experience managing and influencing stakeholders at Executive/Board level and providing high quality presentations and updates
• MS Project skills
• Advanced MS Office Suite Skills including SharePoint
• Ability to communicate complex information to stakeholders, internal resources and 3rd parties

Role Specific Competencies

• Risk Management
• Effective Communications
• Collaborating Globally
• Employee Experience
• Change Management
• Data Minded
• HR Strategy
• Project Management

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.

Expected annual base pay range for the role is $139,814 to $172,250 .The final offer will be determined on an individualised basis using a number of variables, including but not limited to skill set, depth of experience and education, internal relativity, and specific work location. At Standard Chartered Bank, Base pay is only part of the total compensation package. Discretionary variable pay and a range of attractive bank sponsored benefit programs are available and designed to foster employee overall health and well-being including, but not limited to, a best in class 401k plan with up to 8% employer match, robust medical plan coverage with employer funded Health Savings Accounts, inclusive family building benefits, and flexible/hybrid working arrangements for many of our positions subject to role specific considerations. Learn more about what we offer (https://www.sc.com/us/careers).

Visit our careers website www.sc.com/careers

'194668