Role Proficiency:

An experienced team-member who can independently plan and carry out own work to provide day-to-day support to Business Units' resource/talent management needs. Partner with offshore/onshore teams on sourcing execution and guides junior team members.

Outcomes:

Responsible for all workforce management activities of a few accounts in a Vertical or a Large high growth account Plan and assist in Sourcing and Staffing positions for accounts responsible for Ensure good stakeholder relationship through stakeholder management communication and meeting of deadlines Provide recommendations regarding long term planning and processes changes and execute changes Assist with planning and forecasting of talent Plan and assist in talent availability assurance processes Ensure compliance to processes and SLAs set Maintain records and reports Mentor juniors as assigned

Measures of Outcomes:

Accuracy and correctness of resource mapping planning and execution Meeting of timelines for the talent availability assurance process Quality of Reporting and MIS Multi-tasking ability based on efficiency in the given assignment

Outputs Expected:

Business Support:

Provide day-to-day support to Business Units' resource/talent management needs Responsible for timely identification of resources for open requirements Liaison with Business Units and Recruitment team for External hiring Liaise with BUs for mapping requirements and ensure process compliance Responsible for other day to day workforce management related operational activities

Reports and MIS:

Run and analyse reports as needed

Compliance to process and SLAs:

Meet department Service Level Agreements for job order management Ensure process compliance and data accuracy for assigned areas

Teamwork:

Mentor and supervise staff as assigned; review their work and mentor them
including training and providing feedback Partner with offshore/onshore teams on sourcing execution

Other responsibilities:

Responsible to work with Training Team and Talent Pool management Team to come up with Upskilling and Cross skilling plan for the accounts Partner with Business Finance to review Utilization and Billability within the accounts

Skill Examples:

Good interpersonal skills Flexible with the ability to adapt to different environments and situations as the need arises Good communication skills – spoken and written Ability to interact with employees tactfully Good problem solving and analytical abilities Must exercise good judgment and maintain appropriate confidentiality Ability to supervise and mentor staff

Knowledge Examples:

Conversant with the Microsoft Office suite especially Microsoft Excel and Word Ability to quickly learn aspects of organization policies and processes Must have knowledge on the business and functional aspects of the processes being implemented Systems perspective when implementing new programs and processes

Additional Comments:

Must have 1 Advanced Microsoft Excel and Powerpoint Skills Ability to analyze and manipulate complex datasets Experience in creating pivot tables and translate data into reports for leadership Present insights clearly for MI (Management Information) reporting Ability to create presentations for leadership forums 2 Workforce Planning & Governance Exposure Experience with FTE forecasting and workforce planning processes Familiar with offboarding/onboarding workflows using workforce tools Exposure to managing open roles and workforce governance 3 Workforce Data & Metrics Reporting Experience reviewing and reporting on workforce data (D&I (Diversity & Inclusion), attrition, contractors) Experience identifying trends and working with managers to drive improvements Familiar with managing sensitive workforce datasets 4 Workforce Engagement Initiatives Familiarity with career paths, year-end nominations, and DE&I initiatives Exposure to succession planning and promotion tracking processes Experience in supporting employee communication efforts (e.g., town halls, surveys) 5 Workforce Strategy & Optimization Understanding Exposure to workforce demand/supply planning Understanding of location strategy and emerging talent planning Assisted in managing delivery and risk in HR or regional projects 6 Stakeholder Collaboration & Communication Experience working with senior stakeholders or leadership teams Proven experience in supporting cross-functional teams (HR, regional leads, governance) 7 Administrative Tool Exposure Able to support the use of Pioneer (or similar tools) for data tracking Understanding of tool-based workforce data validation 8 Candidate's Availability & Flexibility Candidate is available to join withing 15-30 days Candidate is on notice period for 30 days Candidate must be from Pune location Candidate must be available to work in UK hours Good to have 1 Cyber Technology or Engineering Department Support Background working in or supporting tech/cyber teams is a plus 2 Adherence to Workforce Best Practices Experience aligning workforce processes with standardized practices Familiarity with COO or central governance expectations is beneficial Role purpose (overall high-level summary of the role) As one of the world’s major global banks, HSBC’s Technology function manages one of the largest global Technology investment portfolios (c.$4bn) and employs c.58,000 resources, split across 51 countries. The Cybersecurity function comprises a global team of circa 260, of which CTE have over 400 staff globally across both permanent and non-permanent resources. GCIO COO Workforce Management Pillar Activities aim to: • Attract best in class Talent at scale through the Alignment of our organizational and workforce design and implementation. • Ensure we retain our best talent through proactive engagement strategies that ensure our people are aligned to the firm strategy and goals and are motivated to excel at achieving them. • Provide on-going growth opportunities and build upon our leadership capabilities to enable a high-performance and inclusive work culture where our people can thrive. The role holder will be support the Governance and Delivery Lead for Cyber Technology & Engineering with the following: • Workforce strategy execution: location strategy, emerging talent demand / skills planning and ODA governance for the GBGF • Workforce engagement: career path accelerator nominations, learning requirements, Year End promotions process, critical role succession planning, snapshot survey results, communications (e.g., town halls), senior role vacancy showcasing and DE&I initiatives • Workforce Planning: manage COOs workforce plan, ensure workforce governance, accountable for data quality in Pioneer, offboarding and onboarding of contingent workers and management of open roles • Workforce optimisation: plan workforce optimisations, manage delivery and risk in collaboration with local HR and regional teams • Workforce data and insights: produce workforce FTE forecast, review data on D&I, attrition, tenured contractors and collaborate with managers and drive people metrics improvements within COO • Consistent adherence to best practice model: Ensuring all workforce aligned resources across the GBGF adopt best practice as defined by the COO Central WF Pillar lead and GCIO COO Key Skills & Requirements: • Advanced level of Microsoft Excel – able to manipulate and analyse complex data, create pivots and translate data in a clear format for MI reporting • Advanced level of Microsoft Power Point to create packs for Cyber leadership forums • Administrative support with the Pioneer tool which is the golden source for Workforce management • Collaborate with senior stakeholders • Govern workforce matters for Cyber Technology & Engineering • Working hours will need to be flexible to be aligned to UK hours