Lead, TOM implementation, Singapore & India

Job Summary

• This role could be based in Singapore and India. When you start the application process you will be presented with a drop down menu showing all countries, Please ensure that you select a country where the role is based.
• The primary responsibility of this role is to ensure that CRES and SCMs strategic and operational objectives are achieved through the delivery of a fit for purpose People Plan to encompass the right skills, people, processes, and capabilities. This role reports to the Head of Strategic Change, SCM & CRES and is accountable for providing both strategic and operational support and business leadership leveraging Bank-wide CoEs and guidance to ensure the achievement of business priorities.

• Support the COO on people transformation initiatives for CRES and SCM as required. This includes partnership integration efforts as part of the outsourced model; workforce transition/change management process; employee communications support; project leadership; and the provision of advice and counsel regarding the right skills mix for the future to support of RoTE, CX and EX.
• Lead HR preparations for implementation of any material organisation changes.
• Engage with the respective Management Team (MT) to ensure an inclusive and engaging culture, a compelling employment brand, diversity of talent and organisational and leadership capability.
• Embed and evolve (as necessary) the broader departments employee value proposition, optimising all aspects of employee experience to attract, retain and develop talent. This includes design and development of Employee Onboarding Programs, ensuring induction programs are a quality experience for new employees that promote increased engagement and productivity.
• Identify appropriate employee engagement measures and work with the MT to develop strategies to help drive retention and engagement.
• Develop and evolve (as necessary) a Diversity & Inclusion framework and be accountable for delivery and tracking of all initiatives.
• Provide change management support to stakeholders.
• Develop effective communication strategies to support People and Culture initiatives.
• Engagement:
  Implement actions to improve team engagement, motivation, and overall team experience.
• Engage with the MT and other relevant stakeholders or experts to evaluate and identify capability requirements.
• Translate requirements into a divisional capability strategy and plan, and individual development interventions (for example functional competencies, leadership capability and team effectiveness). This involves:
  • engaging with the Learning COE and MT to ensure participation of target audience
  • providing suitable development offerings to build specific Property organisational capability
  • assessing success of the capability strategy in building capability for Property
  • Provide coaching support and leadership development for the PMT and Senior Managers
• Lead the talent and succession agenda for CRES and SCM within the corporate framework. This includes managing the biannual talent review processes; ensuring robust plans are put in place to drive a high-performance culture; and talent pipelining to ensure succession health within CRES and SCM and the broader business.
• Performance & Reward
• Champion the performance and reward processes within the corporate framework. This includes managing the annual performance review, conducting calibration, and advising on merit review recommendations as needed.
• Development plans:
  Team members have clear, actionable development plans that are regularly reviewed and discussed.
• Champion the spot Incentive Plan to successfully motivate and reward employees for reaching and exceeding goals and driving business performance throughout the year creating a culture of celebration and achievement.
• Develop and evolve mechanisms and methods to gauge the effectiveness of our people programmes.
• Effective financial management of agreed creative budgets for each initiative, ensuring value for money.
• Manage relationships and interface with cross-functional and cross-team stakeholders, including owning the relationship with HR and the wider S&T team.
• Collaborates with partnership HR…