Senior Manager, HR Business Partner

Job Purpose

The Senior Manager, HRBP serves as a critical strategic lever for the Bank, leading a team of senior HR Business Partners aligned with specific business units (e.g., Retail Banking, Global Markets, Wealth Management, Risk & Compliance, Technology). This role bridges the gap between executive corporate strategy and frontline execution, ensuring that the Bank's human capital strategy directly drives commercial outcomes, mitigates regulatory risk, and champions a high-performance culture.

Key Responsibilities

1. Strategic Advisory & Leadership

• Executive Partnering: Act as the primary advisor to divisional CEOs, Managing Directors, and function heads on organizational design, talent infrastructure, and workforce capability.
• Team Leadership: Lead, mentor, and elevate a high-performing team of HRBPs, transforming the function from operational support to proactive commercial advisors.
• Commercial Alignment: Translate the Bank's 3-5 year growth strategy into actionable divisional people plans (e.g., scaling digital banking units, restructuring legacy branches).

2. Talent & Succession Management

• Critical Role Identification: Design and execute robust succession plans for critical, revenue-generating, and highly regulated roles (e.g., Material Risk Takers, Fund Managers).
• Future-Proofing Capabilities: Partner with Learning & Development (L&D) to lead massive upskilling/reskilling programs, shifting legacy talent profiles toward data analytics, digital compliance, and fintech innovation.
• Performance Culture: Drive annual performance management and calibration frameworks tailored to banking structures, aligning individual metrics with institutional performance.

Requirements & Qualifications

Experience & Education

• Education: Bachelor's degree in Business Administration, Human Resources, Organizational Psychology, or a related field (Master's degree or relevant certification like SHRM-SCP, SPHR, or CIPD Level 7 is highly preferred).
• Industry Tenure: Minimum of 10–12 years of progressive HR experience, with at least 5 years specifically operating at a senior leadership level within a commercial, investment, or retail bank.
• Proven Track Record: Demonstrated experience leading large-scale organizational transformations, complex restructurings, or building agile workforce structures in regulated environments.

Core Competencies & Skills

• Deep Financial Literacy: Ability to interpret balance sheets, understand banking cost-drivers, and speak fluently about financial markets, products, and operational frameworks.
• Acutely Risk-Aware: High degree of familiarity with banking labor standards, cross-border talent laws, and operational compliance structures.
• Executive Presence: Exceptional communication and negotiation skills; a proven ability to confidently challenge and influence demanding C-suite executives.
• Analytical Mindset: Comfortable using HR technology stacks (Workday, SuccessFactors, etc.) and leveraging data analytics to prove the financial ROI of people initiatives.