To provide commercially driven Human Resources Generalist services to Global Banking & Markets, Kolkatta, in accordance with legal/regulatory requirements and Company policies. To develop, drive and deliver the GBM people plan to improve employee engagement, capability and enable business performance.

Principal Accountabilities:

Key activities and decision making areas

Typical KPIs and Targets

Business Partnering & People Planning

- Supports the GBM businesses and specifically partners with the management team to understand their people challenges/needs. Formulates an annual people plan to address these challenges engaging business and specialist stakeholders to deliver the plan.

- Provides advice and guidance to business stakeholders on HR related matters such as employee relations, performance management, the annual HR cycle, HR initiatives. Constructively challenges the business to ensure that the right behaviours/decisions are made in line with the values and policies.

- Works collaboratively with HR colleagues in their site and also within the GBM SC community. Shares information, identifies opportunities to work together and connects with the relevant stakeholders to ensure a joined up HR approach.

Resourcing

- Work with business heads/manager to understand their future and current resourcing needs and support them with the development of a resourcing plan.

- Liaise with the specialist recruiters/recruitment team to ensure that the plan can be implemented and any issues/challenges are understood and mitigated as much as possible.

- Work in collaboration with the recruitment team to ensure business needs are understood and feedback is provided with regards to the recruitment process. Work with the business and recruitment team to address issues and improve the process.

- Advise the business on compensation and structuring packages, undertaking interviews and supporting on assessment processes as required.

- Support senior hiring G5 and above and ensure involvement in the recruitment and selection process.

People Development

- Understand the development needs of the business area and work with the business and learning and development team to facilitate learning solutions.Support the specific development initiatives as part of the people plan.

- Work with the business to identify talent/potential and ensure that there are plans in place to develop talent. Manage the annual talent review process and ensure actions are owned by the business.

- Facilitate the succession planning process to ensure that the people risks are understood and development plans are in place for successors.

- Understand and help to embed the capability framework.

- Facilitate the 360 feedback process for the site and help to champion 360 feedback and development planning.

Employee Engagement/ Retention

- Supports the business with exchange sessions/communication with employees to understand issues and help to address concerns/feedback.

- Ensures that there are actions which focus on how to improve engagement/retention in the people plan.

- Utilises data from surveys/exchange sessions to support the business in developing their actions to improve engagement.

- Ensure feedback from exit interviews is channelled back to the relevant business head so that issues are understood.

People Management Information

- Uses the people management information provided to inform the business of issues/trends/challenges to be addressed.

- Ensures that any requests for data for their business/site is provided in a timely manner and in the requested format.

- Provides people management information to the business in a pro-active way in alignment with the HR calendar (e.g. objective setting/ appraisal completion).

Employee Relations

- Ensure consistent management of a wide range of issues including poor performance, terminations, ineffective management, grievances, disciplinary processes, inappropriate behaviour, motivation issues, failure to adhere to the Company's policies and procedures, breaches to regulatory rules etc. In conjunction with manager assess legal risks (with supporting advice from Legal professionals if appropriate) of employee relations- issues and advise management as required.

- Ensures consequence management is understood by the business managers and principles applied consistently.

Pay Review/ Reward

- Provides advice & guidance regarding compensation decisions and collaborates with reward to ensure compensation packages meet the needs of the business and are in line with internal practices.

- Provides guidance to the business to ensure annual pay process delivered effectively and on time. Ensures that any changes/the approach to pay is understood by management team.

- Undertake an annual job matching exercise for the UK using industry norms.

- Seeks information on the hotspots so that information can be taken into account for pay review.

Performance Management

- Work with the business area to support the performance management process including objective setting, development planning and calibration. Support business to proactively manage poor performers.

- Ensure calibration sessions for G6 and above are facilitated, challenges the business and promotes differentiation.

- Ensures that there are PIPs in place for off track employees and these are managed in a timely manner.

Expatriate Management

- Liaising with Mobility teams to oversee issues relating to international assignments such as relocation assistance of individual and their family, assessment of compensation, identification of associated costs, tax and immigration implications.

- Ensures that they understand the business case for any secondment/STA to their site and flags secondments to the central GBM SC HR team for review/approval. STAs are G4 and above should also be flagged for approval.

HR Projects

- As required and can be in support of the site people plan.

- Development / tracking and delivery of the people plan.

- Monthly governance of the people plan.

- Sharing best practices with the other sites/HRMs

- Attendance at monthly management meetings and 121s with VPs.

- Communication of the annual HR activities and deadlines (e.g. pay review, succession planning).

- Attendance at HR meetings, contributes to the meeting asking questions and constructively challenges.

- Volunteers to take the lead on initiatives that will benefit the broader team.

- Prepares materials and presents at the people forums as required.

- Feedback from stakeholders

- Annual resource plan in place which sets out the requirements/ issues/ challenges and actions.

- Feedback from recruitment team and business managers.

- Feedback from new joiners on the recruitment process.

- People plan has specific development initiatives which will improve capability.

- Fosters good working relationships with learning & development colleagues to ensure a joined up approach to people development.

- Deadlines for succession planning and identification of potential are met.

- Succession plans are in place and key risks understood with actions to mitigate.

- Turnover %

- Exit interview feedback - is able to provide insights/feedback when turnover is high or if any significant changes in turnover.

- Feedback from exchange sessions/survey- s

- Feedback from customers/business

- Provides relevant and timely management information to the business.

- Feedback from business stakeholders

- Feedback from MI specialist for GBM SC

- Tracking of secondments/ STAs/ employee relation cases

- Tracking of progress against people plan

- Effective handling of employee relations issues identifying risks as appropriate and escalating to manager as appropriate. Liaise with the internal ER expertise offered within the wider Group.

- Effectively supports the business to manage the pay review process within agreed deadlines.

- Effective communication of pay timetable and roles and responsibilities.

- Escalates any risks or issues

- Facilitates sessions with managers to ensure understanding of pay principles/approach.

- PIPs for off track employees in place

- Implements the guided distribution and flags where this is not being met/ reasons

- Calibration sessions are scheduled on time and for all G6's and above. (G7- s/8's managed by the business).

- Feedback from business

- Issues resolved in a timely manner

- All secondments/STAs approved prior to agreements being made with the individuals.

- Escalates any issues/concerns to relevant stakeholders.

Leadership & Teamwork

Proactively interacts with other HR and business colleagues and specialist HR teams to understand overarching and local issues, to leverage ideas and ensure consistent products, services and processes

Effectively contributes to the GBM SC HR team & also local GSC HR team sharing knowledge and supporting colleagues as required.

Positive feedback received from the team and colleagues.

Support the ongoing development of fellow team members

Operational Effectiveness & Control

Liaison as required with line management/HR teams Globally to assist the provision of global standards across the business and in the handling of cross border issues.

Ensuring appropriate approvals are in place for the HR processes they are responsible for managing and supporting the business.

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