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We are looking for a Talent Business Partner to support our UK business in a simple, customer focused way. The role is accountable for activating the talent strategy for the UK, combining both Talent Acquisition and Talent Management, aligned with business strategy and strategic workforce plans. The Talent Business Partner is a trusted advisor to business and people stakeholders, using data and insights to drive impactful talent strategies across the defined portfolio. The role will work across the Talent operating model and wider PG&C ecosystem to drive execution, ensuring HSBC attracts, develops and mobilises talent to drive business outcomes.
Principal Accountabilities
Talent Strategy Activation :
* Accountable for leading and activating a comprehensive and future focused talent strategy that encompasses both Talent Acquisition and Talent Management, ensuring alignment with business strategy and workforce needs.
Workforce Fulfilment Strategy :
* Accountable for supporting the alignment of capability and capacity planning as part of the new Enterprise Talent proposition resulting in a fulfilment strategy to deliver the future workforce.
* Responsible for inputting into the demand plan for the business, including how activity should be grouped in alignment of skills, where work should be delivered from and what proposition is required to attract talent.
Demand Planning :
* Accountable for driving the hiring demand plans for the respective portfolio.
* Accountable for identifying priority skill opportunities in alignment with the Business strategy for respective portfolio, demand plans and labour market intelligence.
Succession Planning :
* Accountable for supporting the Talent Head in the creation of succession plans for Enterprise Critical roles and where appropriate, Business Critical roles, ensuring internal talent pipelines are identified, developed and aligned to strategic priorities, current and future capability gaps and diverse in nature.
* Responsible for leading and driving analysis to be used for talent and succession plan reviews with Business Operating Committee.
* Responsible for partnering with Executive Talent Acquisition to ensure external succession options and fulfilment strategies are adhered to, where required.
Talent Identification and Development :
* Responsible for identifying those with the potential to be successful in our most critical roles, and / or in areas identified for future growth.
* Accountable for operationalizing deliverables aligned to develop diverse and high-quality talent pipelines through targeted actions.
* Accountable for driving Capability Planning. Proactively identify business specific capability and skills requirement to run, grow and transform the business. Interlock with Learning for activation where required.
Talent Acquisition :
* Accountable working across the Talent Acquisition delivery model, ensuring hiring execution across all segments is aligned to fulfilment of the Talent Strategy and Demand Plan.
* Responsible for partnering with Executive & Leadership Lead and Emerging Talent Lead with requirements for respective portfolio.
* Accountable for shaping the attractions needs for respective portfolio, working closely with Employer Brand, to create assets and campaigns, driving competitive advantage.
Stakeholder Management :
* Responsible for partnering with the Operating Committee -2 and below and People Business Partners to understand business priorities and represent these in the creation of the Talent Strategies.
* Trusted advisor to senior Business stakeholders, leveraging data and talent intelligence to influence and drive talent outcomes
Critical Skills, Knowledge & Experience
* Talent Strategy : The ability to activate a strategy to drive the workforce of the future and fulfilment in line with business objectives.
* Workforce fulfilment : Expertise in operationalising a comprehensive workforce fulfilment strategy that maximises talent acquisition and management.
* Stakeholder Management : The ability to proactively consult, manage and engage with Senior Business Stakeholders to deliver their strategic priorities. Challenge where required, resolve conflicts, and to ensure people have a joint understanding.
* Business Insight : The ability to understand and interpret financial, external talent intelligence and internal workforce fulfilment performance to find meaning resulting in benefits or competitive advantage.
* Commerciality : The ability to understand how the business can expand its profit and develop a competitive edge in the market and how Talent is key to driving this.
* Storytelling : The ability to talk about the business and Talent concepts, ideas and facts in an engaging and relatable way to act as the voice of the candidate.
* Diversity, Equality & Inclusion : The ability to promote the fair treatment and full participation of Talent in all activity and challenge decisions or behaviours that do not align to the bank's policies.
Please note this role is based in Birmingham on a hybrid basis, with 3 days in the office.
Being open to different points of view is important for our business and the communities we serve. At HSBC, we’re dedicated to creating diverse and inclusive workplaces - no matter gender, ethnicity, disability, religion, sexual orientation, or age. We are committed to removing barriers and ensuring careers at HSBC are inclusive and accessible for everyone to be at their best. We take pride in being a Disability Confident Leader and will offer an interview to people with disabilities, long term conditions or neurodivergent candidates who meet the minimum criteria for the role.
If you have a need that requires accommodations or changes during the recruitment process, please get in touch with our Recruitment Helpdesk :
Telephone : +44 207 832 8500
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