21 Apr

Country Specialist - Mumbai - Standard Chartered Bank

Position
Country Specialist
Company
Standard Chartered Bank
Location
Mumbai MH
Opening
21 Apr, 2017 30+ days ago

Standard Chartered Bank as the company that open the jobs vacancy, have some qualification and spesification especially for the Country Specialist jobs vacancy. To find out more information and about qualification and spesification details, walkin interview schedule, the address of the company, the company contact info (email/phone number) of Standard Chartered Bank company, please start to apply for the job vacancy with fill the jobs application with click the 'Apply This Job' button below.

Job Function:

Human Resources

Regular/Temporary:

Permanent

Full/Part Time:

Full time

Department : HR Talent
Grade : 07
Location : Mumbai

Job Description

Delegation of Authority:
• To sign and issue letters of appointment, transfer, secondment, suspension, dismissal and such other related human resources / industrial relations issues, up to the Grade scale of Band 6, as and when decided by the company.
Targets, budgets & governance:
• Guide the business on talent acquisition planning (first principles)
• Agree and deliver direct sourcing and cost saving targets
• Deliver the budgeted resource plans for roles within assigned business areas
• Ensure compliance with relevant operational and people risk controls, and employment legislation
• Escalate any issues and risks, as appropriate so that they can be appropriately tracked and managed
• Provide ad hoc support to the Regional / Country Head, Talent Acquisition, as required
Needs Definition:
• Conduct structured business needs discussions with hiring managers before candidate search commences, identifying the key role and candidate requirements, and agreeing the sourcing and selection strategy, SLA and respective roles and accountabilities, updating the JR accordingly
• Agree sourcing and administration needs with Talent Acquisition Coordinators
• Provide a full consultative service to line managers with regards to the recruitment industry and market trends

Sourcing :
• Design and deliver innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases
• Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including

• Conducting pure research and name generation activities
• Online advertising (careers website, external job board postings) and automated electronic candidate searches
• Alumni
• Database mining, using social networking sites etc. Contacting potential candidates who have posted their information on the internet, consistently generating leads from applicants over the phone or face to face
• Searching in-house databases (talent lists, CV database), creating hot lists, keeping high quality declined candidates warm and on ‘potential prospect’ lists
• Networking at professional and trade events, and careers fairs, and partnering with Government Labour Agencies
• Engaging and managing external PSL recruitment agencies, where required

Selecting:
• Develop effective pre-screening questions in Employee Portal to maximize process efficiency, short listing CVs against the JR requirements, actively reviewing and challenging the diversity of talent pools
• Efficient end to end applicant management for each JR i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with Talent Acquisition Coordinator regarding interview and assessment arrangements, briefing and preparing candidates for interview (directly or via agencies)
• Conduct preliminary assessments, as required, assessing candidates’ talents, fit and readiness, setting realistic role expectations
• Advise hiring managers on the appropriate assessment tools for different roles, developing relevant interview questions and analysing selection reports (as applicable) to assess the implications of candidates’ strength profiles
• Manage any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained (via Talent Acquisition Coordinators, as appropriate)
• Co-ordinate timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates. Responsible for updating interview notes in Employee Portal and ensuring timely and appropriate completion of the same by co-interviewers

Hiring:
• Ensure all required approvals are obtained before offers are made
• For international moves: work with relevant stakeholders to determine the applicable international move policy type; initiate cost estimate generation and obtain hiring manager approval; prepare the business case for the international move and ensure completion of all move approval requirements (including

supporting the business in setting appropriate move objectives and end of assignment plans). Attend new hire assignee briefing calls
• Support the IM Operations team in managing exceptions requests for international moves, as required
• Negotiate offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with Reward, IM and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies
• Liaise with Talent Acquisition Coordinator to ensure accurate and timely contract issuance following verbal offer. Liaise with IM Operations to ensure timely assignment letter development / issuance
• Improve candidate conversion rates (first offer made to acceptance ratio) through effectively diagnosing and selling the most relevant points for each individual

Relationship Management:
• Effectively collaborate with, and respond to, colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required
• Increase awareness of Talent Acquisition’s total service offering and hiring managers’ responsibilities, ensuring that credibility is earned quickly and the role holder is sought out for advice and engaged at the outset of all recruitment, optimizing frontline delivery
• Work collaboratively and share knowledge with Talent Acquisition professionals in other countries

Pre-employment
• Ensure pre-employment checks are completed in line with global minimum standards, managing any discrepancies or delays with the vendor, candidate or hiring manager (as appropriate)
• Responsible for ensuring all Talent Acquisition related Right Start pre-employment global standards are met or exceeded for candidates under remit (i.e. issuing of contracts and induction packs, timely Bank ID creation and issuing notifications to hiring managers, HR RMs etc, confirming start dates and their Right Start responsibilities)
• Develop pre-joining strategy, maintaining regular contact with candidates and keeping them warm post offer acceptance

Reporting & System Management
• Use PeopleSoft to drive the end-to-end talent acquisition process, recording all relevant details associated to job requisitions and candidates in a timely manner, ensuring applicants are categorized effectively in the CV database for easy and fast retrieval, and regularly conducting system ‘housekeeping’
• Analyse dashboards, reports and MI to proactively monitor internal and external conditions, using these findings to deliver operational excellence and continuous improvement e.g. more effective and efficient channel management, candidate conversion
• Regular updates with HR RMs regarding JRs raised, work in progress etc

Generic measures of the role (includes both qualitative and quantitative metrics)

• Talent Acquisition Scorecard and dashboard metrics
• Cost savings delivered
• Feedback from team; Heads, Talent Acquisition; Talent Acquisition colleagues across the network; HR RMs; hiring managers

Additional Job Information (e.g. scope of role, product area focus, impact)

Build and demonstrate technical and market knowledge of the particular business unit(s) serviced, keeping abreast of changes. The working environment demands an ability to work in a fast paced, changing, international, matrix environment, while providing a quality client service. Some international travel may be required.

Key Roles and Responsibilities

Delegation of Authority:
• To sign and issue letters of appointment, transfer, secondment, suspension, dismissal and such other related human resources / industrial relations issues, up to the Grade scale of Band 6, as and when decided by the company.
Targets, budgets & governance:
• Guide the business on talent acquisition planning (first principles)
• Agree and deliver direct sourcing and cost saving targets
• Deliver the budgeted resource plans for roles within assigned business areas
• Ensure compliance with relevant operational and people risk controls, and employment legislation
• Escalate any issues and risks, as appropriate so that they can be appropriately tracked and managed
• Provide ad hoc support to the Regional / Country Head, Talent Acquisition, as required
Needs Definition:
• Conduct structured business needs discussions with hiring managers before candidate search commences, identifying the key role and candidate requirements, and agreeing the sourcing and selection strategy, SLA and respective roles and accountabilities, updating the JR accordingly
• Agree sourcing and administration needs with Talent Acquisition Coordinators
• Provide a full consultative service to line managers with regards to the recruitment industry and market trends

Sourcing :
• Design and deliver innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases
• Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including

• Conducting pure research and name generation activities
• Online advertising (careers website, external job board postings) and automated electronic candidate searches
• Alumni
• Database mining, using social networking sites etc. Contacting potential candidates who have posted their information on the internet, consistently generating leads from applicants over the phone or face to face
• Searching in-house databases (talent lists, CV database), creating hot lists, keeping high quality declined candidates warm and on ‘potential prospect’ lists
• Networking at professional and trade events, and careers fairs, and partnering with Government Labour Agencies
• Engaging and managing external PSL recruitment agencies, where required

Selecting:
• Develop effective pre-screening questions in Employee Portal to maximize process efficiency, short listing CVs against the JR requirements, actively reviewing and challenging the diversity of talent pools
• Efficient end to end applicant management for each JR i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with Talent Acquisition Coordinator regarding interview and assessment arrangements, briefing and preparing candidates for interview (directly or via agencies)
• Conduct preliminary assessments, as required, assessing candidates’ talents, fit and readiness, setting realistic role expectations
• Advise hiring managers on the appropriate assessment tools for different roles, developing relevant interview questions and analysing selection reports (as applicable) to assess the implications of candidates’ strength profiles
• Manage any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained (via Talent Acquisition Coordinators, as appropriate)
• Co-ordinate timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates. Responsible for updating interview notes in Employee Portal and ensuring timely and appropriate completion of the same by co-interviewers

Hiring:
• Ensure all required approvals are obtained before offers are made
• For international moves: work with relevant stakeholders to determine the applicable international move policy type; initiate cost estimate generation and obtain hiring manager approval; prepare the business case for the international move and ensure completion of all move approval requirements (including

supporting the business in setting appropriate move objectives and end of assignment plans). Attend new hire assignee briefing calls
• Support the IM Operations team in managing exceptions requests for international moves, as required
• Negotiate offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with Reward, IM and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies
• Liaise with Talent Acquisition Coordinator to ensure accurate and timely contract issuance following verbal offer. Liaise with IM Operations to ensure timely assignment letter development / issuance
• Improve candidate conversion rates (first offer made to acceptance ratio) through effectively diagnosing and selling the most relevant points for each individual

Relationship Management:
• Effectively collaborate with, and respond to, colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required
• Increase awareness of Talent Acquisition’s total service offering and hiring managers’ responsibilities, ensuring that credibility is earned quickly and the role holder is sought out for advice and engaged at the outset of all recruitment, optimizing frontline delivery
• Work collaboratively and share knowledge with Talent Acquisition professionals in other countries

Pre-employment
• Ensure pre-employment checks are completed in line with global minimum standards, managing any discrepancies or delays with the vendor, candidate or hiring manager (as appropriate)
• Responsible for ensuring all Talent Acquisition related Right Start pre-employment global standards are met or exceeded for candidates under remit (i.e. issuing of contracts and induction packs, timely Bank ID creation and issuing notifications to hiring managers, HR RMs etc, confirming start dates and their Right Start responsibilities)
• Develop pre-joining strategy, maintaining regular contact with candidates and keeping them warm post offer acceptance

Reporting & System Management
• Use PeopleSoft to drive the end-to-end talent acquisition process, recording all relevant details associated to job requisitions and candidates in a timely manner, ensuring applicants are categorized effectively in the CV database for easy and fast retrieval, and regularly conducting system ‘housekeeping’
• Analyse dashboards, reports and MI to proactively monitor internal and external conditions, using these findings to deliver operational excellence and continuous improvement e.g. more effective and efficient channel management, candidate conversion
• Regular updates with HR RMs regarding JRs raised, work in progress etc

Generic measures of the role (includes both qualitative and quantitative metrics)

• Talent Acquisition Scorecard and dashboard metrics
• Cost savings delivered
• Feedback from team; Heads, Talent Acquisition; Talent Acquisition colleagues across the network; HR RMs; hiring managers

Additional Job Information (e.g. scope of role, product area focus, impact)

Build and demonstrate technical and market knowledge of the particular business unit(s) serviced, keeping abreast of changes. The working environment demands an ability to work in a fast paced, changing, international, matrix environment, while providing a quality client service. Some international travel may be required.

Qualifications and Skills

Graduate

How To Apply

You can search and view current opportunities across our organisation and apply immediately by visiting www.standardchartered.com and selecting Careers. To help speed up your application, please note the following:

- You will need to log in (or register if you are visiting our careers site for the first time) before you can apply for a specific role

- Some roles may require you to undertake an online talent assessment in addition to completing the application form (to facilitate this process it is preferable that you provide us with an email address as part of your contact information)
- We will ask you about your education, career history and skills and experience, it may be helpful to have this information at hand when completing your application

It usually takes 15 - 20 minutes to complete the application form; you can save your application at any time and return to complete it at your convenience.

Closing Dates

The closing date for applications is 05/05/2017. Please note all closing dates are given in Hong Kong time (GMT + 8 hours). We aim to respond to successful applicants within four weeks and will keep a record or your application in our database so that we can contact you when suitable vacancies arise in future.


Other Country Specialist Jobs Vacancy

20Jun

Analyst Exchange Specialist Hyderabad. Job Openings in Deloitte for Analyst Exchange Specialist Hyderabad, this job opened at 20 Jun, 2017. Exchange Specialist- Analyst/Senior Analyst-Hyderabad. Each member firm provides services in a particular geographic area and is subject to the laws and... ... (Read more about Analyst Exchange Specialist Hyderabad - - Deloitte)


20Jun

Analyst End User Technology Generalist Hyderabad. Job Openings in Deloitte for Analyst End User Technology Generalist Hyderabad, this job opened at 20 Jun, 2017. Each member firm provides services in a particular geographic area and is subject to the laws and professional regulations of the particular country or... ... (Read more about Analyst End User Technology Generalist Hyderabad - - Deloitte)


09Jun

Business Operations Specialist. Job Openings in Accenture for Business Operations Specialist, this job opened at 09 Jun, 2017. With more than 375,000 people serving clients in more than 120 countries, Accenture drives innovation to improve the way the world works and lives.... ... (Read more about Business Operations Specialist - Mumbai - Accenture)


01Jun

Specialiste Programme. Job Openings in Unesco for Specialiste Programme, this job opened at 01 Jun, 2017. Liaise with other teams to ensure coordination of work across other countries in the region. Under the overall authority of the Assistant Director-General for... ... (Read more about Specialiste Programme - New Delhi - Unesco)


26Jun

Associate Program Specialist Digital Marketing Automation. Job Openings in Ingram Micro for Associate Program Specialist Digital Marketing Automation, this job opened at 26 Jun, 2017. The Associate Program Specialist will be a valuable member of our Programs Team, which facilitates global demand generation and marketing automation projects... ... (Read more about Associate Program Specialist Digital Marketing Automation - Chennai - Ingram Micro)