Leadership Talent Acquisition Associate

We are currently seeking an experienced professional to join our team in the role of Leadership Talent Acquisition Associate

Purpose of the role

• This is a key role within HSBC’s Global Executive Talent Acquisition Team, responsible for supporting the team through sophisticated external and internal talent identification and pipeline development, to support current and future Director (GCB3) search execution.

In this role, you will:

• Conduct global external executive talent research projects to support successful Director (GCB3) search execution and succession planning activity across HSBC.
• Help future-proof HSBC through the proactive development of internal and external talent pipelines of top-performing and diverse executive level talent, to meet current and future hiring needs.
• Relentlessly focus on HSBCs internal talent marketplace, gaining and leveraging deep knowledge of HSBC’s talent to help drive internal mobility, opportunity and retention.
• Support internal hiring processes - taking detailed briefs, carrying out internally focused searches, managing stakeholder relationships, carrying out screening interviews, shortlisting, collating and communicating candidate/hiring manager feedback and offer creation.
• Act as an ambassador for HSBC Global Executive Talent Acquisition and ensure a world-class candidate and hiring manager experience
• Develop deep sector knowledge and provide strategic market and talent intelligence to the team and stakeholders on talent and competitor activity and how it relates to the strategic objectives of HSBC.

Customers / Stakeholders

• Candidates (internal and external)
• Hiring Managers / Business Leaders
• Human Resources
• Talent Acquisition colleagues
• Performance & Reward (Including Executive Compensation)
• Global Head of People Capability

Major Challenges

• Managing confidential activity whilst retaining a meticulous detail focus.
• By the very nature of the role, the client stakeholders and external candidates, the interactions of the role holder will have a significant impact on the reputation of HSBC and the Executive Talent Acquisition function specifically.
• A consultative approach with a can do attitude, providing global subject matter expertise and gravitas to drive the most efficient and productive solutions.
• Working in an ambiguous environment where the model will continue to evolve as it matures.
• Ensure operational recruitment process delivery meets internal client expectations and candidate expectations

Management of Risk (Operational Risk / FIM requirements)

• The jobholder will ensure the fair treatment of our customers is at the heart of everything we do, both personally and as an organisation.
• The jobholder will also continually reassess the operational risks associated with the role and inherent in the business, taking account of changing economic or market conditions, legal and regulatory requirements, operating procedures and practices, management restructurings, and the impact of new technology.
• This will be achieved by ensuring all actions take account of the likelihood of operational risk occurring.
• Also by addressing any areas of concern in conjunction with entity management and/or the appropriate department

Observation of Internal Controls (Compliance Policy / FIM requirements)

• The jobholder will also adhere to and be able to demonstrate adherence to internal controls. This will be achieved by adherence to all relevant procedures, keeping appropriate records and, where appropriate, by the timely implementation of internal and external audit points, including issues raised by external regulators.
• The jobholder will implement the Group compliance policy by containing compliance risk in liaison with Global Head of Compliance, Global Compliance Officer, Area Compliance Officer or Local Compliance Officer. The term ‘compliance’ embraces all relevant financial services laws, rules and codes with which the business has to comply.
• This will be achieved by adhering to all relevant processes/procedures and by liaising with Compliance department about new business initiatives at the earliest opportunity. Also and when applicable, by ensuring adequate resources are in place and training is provided, fostering a compliance culture and optimising relations with regulators.

To be successful you will:

• Experience of external talent research/identification and pipeline development and management gained within an executive search firm or other agency environment.
• Strong relationship building skills with senior internal/external candidates and stakeholders.
• Ability to maintain confidentiality and discretion at all times.
• Excellent Report and presentation skills, including advanced Powerpoint and Excel.
• Within HSBC certain roles are designated as Enhanced Vetting Roles. For these roles, all internal and external applicants are required (subject to local laws), to pass satisfactorily a series of additional checks both as part of the application process and, if successfully recruited into the Enhanced Vetting role, on an on-going basis. The Group reserves its position with regard to any steps which it may take in relation to any material adverse findings which arise either when the checks are first carried out as part of this recruitment exercise, and/or if relevant, on an ongoing basis.
• This role has been designated as an Enhanced Vetting Role.
• For more information about the relevant additional checks for this role please contact the hiring manager.
• We are an equal opportunity employer and are committed to creating a diverse environment.

You’ll achieve more at HSBC

Hsbc.Com/Careers

HSBC is an equal opportunity employer committed to building a culture where all employees are valued, respected and opinions count. We take pride in providing a workplace that fosters continuous professional development, flexible working and, opportunities to grow within an inclusive and diverse environment. We encourage applications from all suitably qualified persons irrespective of, but not limited to, their gender or genetic information, sexual orientation, ethnicity, religion, social status, medical care leave requirements, political affiliation, people with disabilities, color, national origin, veteran status, etc., We consider all applications based on merit and suitability to the role.”

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