6 days ago



Role Title: Human Resources Consultant, Wealth and Personal Banking (WPB)
Business: Global Human Resources Function
New or Existing Role- New
Grade: GCB 5

Role Purpose

As an HR Consultant you will support the successful delivery of HR projects and initiatives that deliver the business strategy set out in the Wealth & Personal Banking strategic people plans. You will work closely with HR Business Partners, Senior HR Consultants and specialists to help plan pragmatic solutions to solve business problems, by leveraging internal and external expertise to deliver solutions that have measurable impact for our business either globally or within country adding commercial value through HR projects.

The HR Consultant will be able to effectively communicate and demonstrate how HR projects and activities:
 Connect the people priorities and the business goals
 Explain and demonstrate understanding of capabilities and interdependencies of leadership, talent, culture and organisation to enable the business strategy through HR initiatives within their area of responsibility

In order to accomplish these outcomes, is expected that the HR Consultant will:
• Support and manage programme delivery proactively balancing scope, schedule, interdependencies, budget and risks
• Be able to provide oversight to how HR initiatives align to the HR/ Business Strategy and relevant global/ country business/functional People Plans
• Be responsible for ensuring programme controls and procedures are in place within their given initiatives
• Effectively manage relationships with internal and external suppliers
• Report progress, issues, dependencies and risks to the relevant governance forum and make suggestions to support decision making in order to maintain progress towards delivery

Key Accountabilities
Impact on the Business:
• Help create and drive effective project plans and HR initiatives to support delivery of business outcomes outlined in strategic people plans
• Suggests pragmatic solutions to solve business problems by thinking creatively leveraging internal and external expertise
• Delivers HR solutions that have measurable impact through keeping focus on quantifiable difference to the organization and project success
• Analyse workforce trends to inform workforce strategy development
• Role-models behaviours for the function and business. Champions HR delivery model, collaborating between HR Consultant and COEs and HRBPs
• Seeks to understand business activity that has an impact on people and structure, and suggests and delivers appropriate solutions.

Managing Change
• Assist others to define and execute change implementation plans and activities
• Gain acceptance of changes by continuously reinforcing the positive impacts and benefits with conviction and enthusiasm
• Able to demonstrate planning the end-to-end approach needed to deliver a HR intervention successfully
• Uses different approached for building awareness and dealing with resistance to change
• Supports and coordinates the successful execution of plans
• Communicates and articulates change journey and adapting content and behaviour appropriately to the audience encouraging others to do the same
• Adapts style and approach to question solutions for change

Engaging with Customers/ Stakeholders/ Colleagues
• Proactively encourage a broad and diverse network of collaborative relationships
• Advocate the right thing to do for customers/ stakeholders/ colleagues
• Support HRBPs, Senior HR Consultants and Centres of Excellence explore and scope possible solutions to business problems
• Work with the relevant Centres of Excellence teams to understand technology/analytics and consider how new/different ways of reporting and analysis can bring value to the business.
• Partner with the Analytic teams to undertake medium and long term workforce analysis perspectives, anticipating the impacts of the future of the workforce and how this may impact/benefit project planning and strategic deliverables

Relationship & Consulting
• Demonstrates a consulting mind-set which is able to connect the dots, understand complex systems and problems
• Builds effective working relationships with HR teams, the business and within the HR Consultant community, understand the complexity in navigating the organisational matrix.
• Uses different methods and techniques to help others make informed decisions quickly and to explain complex problems in an easy way
• Champions advocacy, and is aware of employee sentiment and the impact on decision making through a practical understanding of issues on the ground.

Operational Effectiveness & Control
• Set high expectations concerning quality and put in place quality assurance processes. Support the wider HR team to support continuous process of change.
• Provides regular updates on issues, dependencies and risks and makes recommendations to support decision making in order to maintain progress towards delivery and benefits realization.
• Brief COEs partners on the programme deliverables and required outcomes, involving the COEs in the building of the project plan as relevant including effective and relevant deployment of COE product offering which fulfil the business needs
• Utilises network of knowledge across the Centres of Expertise and HR Business Partners removing duplication of work and actively encouraging innovation
• Understand and champions the HR service delivery model – using positive and helpful language with customers putting the HR and Business Customer in the centre of what we do
• Understand and champion all HR policies and procedures and challenge and continually raise concerns as relevant where processes are not being followed and process improvement reviews are required.

Major Challenges
• Support the design, delivery and enablement of global and local People Strategies
• Apply several skills at once (such as business acumen, data judgment, problem solving, project management)
• Develop relationships with HR colleagues globally and within country/ region as appropriate
• Manage a balance between organisational need, employee need, customer need and the HR teams’ ability to deliver and change.

Role Context
• HSBC operates in a fast paced, fiercely competitive and heavily regulated world-wide Financial Services market
• Wealth & Personal Banking is a global business with c. 94K employees around 65 countries. The role will be supporting the People Strategy of this business which aspires to put borderless banking and world class wealth management in our customers’ pockets, combined with exceptional people who bring it to life
• The role sits within the HR Business Partnering framework, supporting the People Agenda.

Role Dimensions
• Providing support to the Lead HR Consultant and/or Senior HR Consultants
• As roles operate in a matrix environment and across global and local markets the role holder should exercise awareness and knowledge of their local business and country change agenda.

Management Risk
The jobholder will ensure the fair treatment of our customers is at the heart of everything we do, both personally and as an organisation. This will be achieved by consistently displaying the behaviours required to support the Best Place to Bank principles of Make Better Products, Sell Them Properly and Keep Them Sold.

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.


Knowledge & Experience / Qualifications
• Experience of working in an HR environment consisting of business partnering/relationship management with business leaders supported by shared services and areas of expertise. Relevant qualifications and CIPD accreditation.
• Consulting experience is a value added
• Strong interpersonal skills, confident and ability to work at all levels within a global business environment
• Role model and ambassador for HSBC behaviours, and the ability to deal assertively but sensitively with internal and external customers across a matrix environment.
• Strict adherence to the requirements of confidentiality. Discretion and integrity essential
• Calm under pressure; ability to re-prioritise in very short timescales.
• Flexibility, tenacity and resilience to deal with business demands during periods of high workload.

Key Capabilities:
• Change Management
• Consulting Agility
• Business Impact & Diagnostic
• Relationship & Consultancy
• Design Thinking
• Statistical Analysis
• Project Management
• Demonstrated knowledge of resourcing / diversity & inclusion and planning methodology and ability to apply this to anticipate and prioritise demand in the business.
• Thorough working knowledge of employee relations practice and keep up to date with emerging issues and the implications of changes in labour legislation.

We are a diverse workforce and it is part of our organizational culture, it reflects our belief that diversity of thought, background and perspective make HSBC a stronger organization. We strive to implement a culture that is inclusive, diverse, positive and performance-oriented. Having a diverse workforce allows us to benefit from a variety of perspectives and strengthens our local and global competitiveness. We value diversity in our workforce and encourage all qualified candidates to apply from a variety of perspectives and strengthens our local and global competitiveness. We value diversity in our workforce and encourage all qualified candidates to apply.

As a business operating in markets all around the world, we believe diversity brings benefits for our customers, our business and our people. This is why HSBC is committed to being an inclusive employer and encourages applications from all suitably qualified applicants irrespective of background, circumstances, age, disability, gender identity, ethnicity, religion or belief and sexual orientation.

We want everyone to be able to fulfil their potential which is why we provide a range of flexible working arrangements and family friendly policies.