Assistant Manager - Investment Banking - Markets Operations & Settlement

JOB description:

- Strong understanding of Markets Operations & settlement

- Added advantage would be prior experience of Equity Derivative and Prime Swaps settlements

- Experienced operations professional with significant exposure to managing off shore operations; ideally with a focus on Markets Operations but not exclusively

- Exceptional leadership and management skills with the capability or track record of managing staff

- Ability to work in a virtual team environment with ability to support multiple functions and stakeholders

- Hands on experience of executing on-shore and off-shore operating models

- Strong awareness and appreciation to operations risk and control and exception management

- Ability to implement global initiatives and work as part of a global management team

- Strong communication skills with the ability to manage local and international relationships across an organisation

- Attention to detail and a hands on approach to management to work with local managers driving process change and improve efficiency and control

- Sound understanding of budgetary process

- Familiar working knowledge of associated technology .

Role Purpose

This should be an overall high level summary that says why this job exists and what it specifically does.

- Ensure this is brief, captures the key aspects of the role, and is one to two sentences long.

- Ensure this is specific about the role and doesn- t describe general business deliverables.

- Address what the specific contribution of the role is to business delivery.

- The following structure can be helpful when forming the purpose of the role:

Verb - Object - Reason - Constraint, eg.

Lead - Customer Service Team - to meet targets - within agreed budgets.

Principal Accountabilities

This section of the role profile is extremely important as it identifies the major elements and areas of delivery for the role to be effective. It is therefore important to avoid generalisations and be as specific as possible.

Principal accountabilities are split into four common areas of role focus that support HSBC's principles and values. These dimensions form the basis for consistent evaluation of jobs and are externally recognised to ensure linkage to external evaluation systems to assist with easy comparison of jobs in the market.

The four dimensions are:

- Impact on the business.

- Customers / Stakeholders.

- Leadership and teamwork.

- Operational effectiveness and control.

Guidelines:

- For each of the principal accountabilities 3-4 key activities should be identified that the role holder must undertake effectively to successfully deliver against that accountability.

- For each activity identify the nature of typical key performance indicators and/or targets.

- List concise statements that outline the jobholder's duties in order of importance. These are the - outputs- against which the jobholder's success will be measured.

- For clerical jobs, include the percentage of time spent on main activities (80%-100%). Don- t include tasks requiring less than 5% of the jobholder's time.

- Whilst this is the most important section of the job description, it should be no more than one to one and a half pages long.

Major Challenges

- Exceptional challenges that are specific to the role, these may include technological or regulatory challenges, specific aspects of the business environment or internal challenges for the role holder.

- It is important to ensure that major challenges noted are significant or ongoing for the role.

Role Context

Provides detail on the context of the role, to include:

- The location of the role and the geographic reach, interfaces with other business areas and departments and the overall fit of the role into relevant processes of the business / functional area.

Provides detail on the extent of guidance and authority within the role eg:

- What authority is extended to this position-

- What parameters does the jobholder work within (eg do they follow strict instructions or are they empowered to develop procedures and policy)-

- What are the discretionary limits of responsibility-

- What sort of decisions typically fall to the jobholder and at what point would they be referred upwards-

- This section can also include short examples of relevant information such as indirect reporting relationships and management meetings attended.

Management of Risk

Observation of Internal Controls

The role profile template includes mandatory accountabilities covering employees- responsibilities relating to the HSBC's policies on Treating Customers Fairly and management of Operational Risk and Compliance Policy.

Some of these accountabilities will not apply to all jobs, however, it is important that all employees are aware of these requirements and it is therefore recommended that all role profiles include this wording.

The wording is not exhaustive and line management should consider any other requirements that should be included under these sections.

Role Dimensions

- Provides quantitative information on the scope of the role to provide clarity on the size of the business area within which the role operates.

- Role dimensions should reflect areas that the role has impact, either directly or indirectly and can be financial or non-financial:

Financial scope data will include size/volume of transactions or budgetary responsibility.

Non-financial scope data will include number of reports.

- The type of role dimensions used will vary depending on the focus of the role. The key thing is to ensure that the role dimensions accurately reflect the areas of impact of that role within co.

Knowledge and Experience / Qualifications

- Detail the knowledge and experience required to carry out the role competently. In order to comply with UK employment legislation (Age Regulations), experience should be described in terms of depth and extent; and not as a number of years.

- Detail essential education/qualifications required to carry out the role competently, including 'or equivalent' where possible to allow for changes in the qualifications available for study.

- Avoid unnecessary or time-linked qualifications or the time since qualification as a replacement for experience, skills or qualifications.

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