Job Description

Schedule: Full-time The Role Responsibilities Responsible for leading the People Agenda to sustain Standard Chartered business interests in the Middle East Cluster (Excl UAE) aligned to the relevant global business / function People Plan and the Group People Strategy Setup Standard Chartered Bank Egypt Branch. Monitor, guide & support the Governance, Growth, Risks, Controls for HR for Saudi Arabia Branch. Promote the Bank's Stands and Act as the ambassador for the Bank in the Middle East Cluster (Excl UAE). Strategy

In Line with Group Strategy expand our presence in Saudi Arabia, Saudi Arabia is the largest economy in the Middle East and North Africa region to conduct CCIB banking helping the franchise to expand beyond the capital markets business that we conducted in the kingdom since 2011. Convert our current Egypt Rep Office into a full fledge CCIB Branch as Egypt is Economy lucrative; in line with the bank strategy which is anchored on servicing the Sovereign, GREs, network clients, FIs and select Large Corporates. Communicate the Group's HR global strategy, priorities, and objectives in a Cluster/Country context to all staff. Lead & develop the Cluster/Country's strategy as a member of the AME HR Regional Management Team ensuring alignment with Group. This involves leading in the Cluster/Country People strategy and priorities process, challenging the segment and product heads, raising issues and working to reach agreement. Provide strategic guidance and partnership to business leaders, enabling delivery of the Business/Function People Plan in the cluster. Provide local context and insights to the Regional Head of HR to facilitate local adoption of the global People Plan Identify, prioritise and develop organisational capabilities and behaviours to build a workforce that is future-ready Provide recommendations and HR leadership to the business in change management and organizational transformation initiatives. Provide thought leadership on human capital management to the country CEO and top management, that aligns to the business growth plan.

Business

Effectively partner with, challenge and influence business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as Diversity & Inclusion and Wellbeing. Be a disruptor, driving culture change and delivering global and/or local change initiatives in the cluster. Lead country People Forums for the cluster and drive projects and deliverables that relate to the cluster People Plan. Collaborate with Global HRBPs to deliver an adaptable, right-sized, right-shored operating model focused on improving productivity across the cluster. Provide advice on country-specific implications of OD activity and conduct reviews on key OD aspects to optimise the shape of the workforce Leverage the opportunity provided by Corporate Social Responsibility to enhance the Group's Internal and external Reputation and indirectly influence the bottom line. Contribute to the delivery of the business agenda in the country by appropriate alignment with the business as agreed in the country business plan to maximise and protect franchise value and resolve issues Contribute to the delivery of the consolidated country financial performance through the following activities: Support One Bank Initiatives in the respective area of expertise and provide expertise advice to resolve One Bank issues Support the resource allocation decisions in the country Lead prudent cost management within Human Resources Provide input and advice to enable appropriate acquisitions or disposals of businesses Processes

Identify areas for improvement in HR processes, providing feedback and escalating issues where appropriate to relevant COEs to enhance client experience and improve productivity within HR. Provide guidance and review HR processes in accordance with Group HR standards to improve service and delivery. Ensure adequate crisis/disaster recovery contingent planning is undertaken and reviewed on a regular basis for the HR function Manage HR productivity, headcount and cost according to HR organisation structure and capacity model.

People and Talent

Champion and act as a role model of the Group's values and culture in the Cluster/Country. Provide leadership to the CEOs of Cluster Countries in developing and embedding a high-performance culture within their Countries. Play an active role in key talent decisions, including senior hiring Provide oversight, guidance and support to Country CEOs & Management Team members within the Cluster/Country. This involves coaching in the performance of their duties and assisting to resolve or mitigate material country risks and issues. The level of oversight, guidance and support provided will vary depending on the experience of the member of the team. 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 Ensure an integrated approach to people and talent management across the business and functions that facilitates cross-functional development as appropriate. Ensure that there is a high-quality succession pipeline and succession plan at all levels of the country organisation, working with the business and functions; sponsor ongoing development activities that focus on identified high performing and high potential individuals within the country. Provide leadership, management and coaching for CMT members to ensure they are highly engaged and performing to their potential, including identification and development of talent in country. Ensure the provision of ongoing training and development of people and ensure that holders of all critical functions are suitably skilled and qualified for their roles, and that they have effective supervision in place to mitigate any risks. Provide input into Fair Accountability reviews. Collaborate with colleagues within HR, including Global HRBPs, to facilitate internal movement of key talent Employ, engage and retain high quality people. Lead union negotiations and represent the Group at appropriate industry associations set up to provide advice on labour policy issues, capability building initiatives, negotiate collective bargaining agreements, etc Maintain networks of external contacts that enables the benchmarking of compensation practices against relevant comparator organisations and migrate best practice where appropriate.

Risk Management

Identify and manage all material individual or systemic risks and thematic issues across the Cluster/Country for people-related risks that may inhibit growth, cause reputational damage or subject the Group to potential significant loss or exposure Act as the Cluster/Country risk control owner under the Group's risk management framework for strategic risk. Ensure that the required control standards are being met, by continuous monitoring of risk and control indicators Monitor risks and ensure that appropriate and timely action is taken to mitigate their impact Provide oversight of complex employee relations issues involving senior people, significant litigation, and high profile or broad business issues Specific to the operational risk sub-types, execute second line Risk Ownership responsibilities as outlined under the Operational Risk Framework (ORF) and associated policies and procedures. Including, but not limited to the following: Ensure that required control standards are being met, by continuous monitoring of risk and control indicators. Highlight and escalate (as required) where control standards are not being met, including highlighting control design deficiencies or gaps to Group Risk Owners. Challenge and approve (where appropriate) first line risk identification, residual risk assessments and mitigation plan, considering changes to the internal and / or external environment Review, challenge, and support Risk Acceptance Requests request made by relevant Country Process Owner(s) for submission to the authorized risk acceptance authority. Monitor 'live' risks, and jointly with first line owners, ensure that appropriate management action is being taken to mitigate their impact.

Governance

Provide oversight across all operations in the cluster/country, ensuring compliance with the highest standards of conduct and compliance as defined by internal and external requirements. This includes compliance with local banking laws, other applicable laws. Embed the Group's values and code of conduct to ensure that adherence with the highest standards of ethics, and compliance with relevant policies, processes and regulations among employees form part of the culture. Provide oversight and support Cluster/Country to ensure the implementation and maintenance of robust structures to support effective corporate governance.

Regulatory & Business Conduct Display exemplary conduct and live by the Group's Valued Behaviours 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. Understand, and balance, the Group's objectives, and the expectations of the home (FCA/PRA) and relevant host regulators when overseeing the Group's operations in the Country and when engaging with regulators. Effectively and collaboratively identify, escalate, mitigate, and resolve risk, conduct and compliance matters. Lead the HR function to achieve the outcomes set out in the Bank's Conduct Principles Key Stakeholders

Regional HR AME, AME HRMT Cluster CEO, Country CEOs & Cluster/Country Management Team Regional business/functional stakeholders. HR CoEs Global HRBPs Cluster/Country Regulators, Unions

Other Responsibilities

Promote the sharing of best practice across the cluster/region Embed Here for good and Group's brand and valued behaviours within the Cluster/Country Perform other responsibilities assigned under Group, Region, Cluster, Country, Business or Functional policies and procedures.

Our Ideal Candidate Academic or Professional Education/Qualifications: Bachelor's degree in Business Administration, or relevant field Languages: English, Arabic

Role Specific Technical Skills And Competencies Human Resources Consulting Influencing Through Expertise Business Intelligence Talent Management Planning: Tactical, Strategic Effective Communications Performance Management Organizational Change Management HR Legal and Regulatory Environment Employee Relations Human Resources Policies, Strategies and Environment Talent Analytics 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.

Visit our careers website