HR Advisor

• Respond to People Leaders requests for support in line with specific advisory services, including enabling effective development conversations, navigating challenging people situations and continuous performance management
• Proactively identify and escalate recurring people challenges across the cluster for discussion with other HR Advisors and HR Advisory Cluster lead, for example areas which require specific policy or communication initiatives to better support People Leaders.
• Support delivery of a differentiated career experience for high-potential talent, engaging in targeted conversations to agree career actions.
• Drive the execution, implementation and/ or operational of scalable HR programmes and initiatives linked to the People Plan, partnering with other HR roles where required
• Collaborate effectively with Centres of Excellence (CoE) and Business/ Cluster.

• Ensure global performance and measurement requirements are fulfilled to support effective delivery

• Support in driving and delivering people priorities through People Leader interactions and involvement in targeted initiatives aligned to the plan
• Lead the diagnosis and effective resolution of people issues, with an emphasis on de-escalation and informal resolution where appropriate, collaborating with People Leaders and ER specialists as needed and utilising established principles, standards and guidelines
• Ensure agreed standards and SLAs are met through delivery of agreed process scope
• Collaborate effectively with Centres of Excellence (CoE) and Business/ Cluster
• Leverage, align and integrate communication strategies and key insights from Centres of Excellence (CoE), adapting according to Business/ Cluster requirement.
• Support People Leaders to ensure simple, effective and client-focused implementation of key HR processes (e.g., Talent Management, succession planning, Year End)
• Monitor efficiency and effectiveness of process delivery, identifying opportunities for continuous improvement

• Support in driving and delivering the people agenda by strengthening People Leader capability, enabling a culture of high-performance, fostering sustainable working and driving positive behaviour through defined interactions
• Coach and develop people leaders to reinforce their expected role in enabling a high-performance culture and building people leader capabilities through interactions across the geographical cluster, meaning that colleagues benefit from an enhanced experience.
• Lead the diagnosis and resolution of conduct concerns of a lower complexity and risk, collaborating with People Leaders and ER specialists as appropriate
• Partner with HRBPs and other HR teams on specific strategic priorities related to the People Plan such as OD reviews, Target Operating Model (TOM) implementation and Diversity and Inclusion initiatives

• Highlight thematic risk & control responses within the country/ cluster as part of the global process.

• Embed the Group's values and code of conduct as it relates to the role remit to ensure adherence with the highest standards of ethics, and compliance with relevant policies, processes and regulations

• 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.
• Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.

• Country HRBPs
• Country Head of HR
• People Leaders
• Colleagues from HR Specialist Delivery & Operations, Performance, Rewards & Benefits (PRB), Employee Relations, Careers and Capabilities teams

• Membership Desirable membership with professional associations
• Certifications Desirable Professional certifications in HR
• Languages English

• Manage Conduct
• Manage Risk
• Manage People
• Coaching and Development
• Effective Communication
• Influencing Through Expertise
• Prioritisation
• Stakeholder Engagement
• Performance Management
• Talent Management
• Data and Analytics
• Mediation
• Policies, Standards and Procedures

• 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
• Are better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term

• Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations.
• Time-off including annual leave, parental/maternity (20 weeks), sabbatical (12 months 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.

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