Head Of Human Resources Global Service Center Mexico

• Responsible to drive the HR agenda, partnering with relevant HR, Function and Business stakeholders.

Development of People Plans, aligned to Global and Regional business strategies and HR priorities, informed by market dynamics and ensuring a compelling employee experience.

• The incumbent is to be involved with all aspects of HR, including Employee Relations, Recruitment, Compensation and Learning and Development.

The role will report to the Head of HR for GSC & Tech and be a member of the GSC Offshore HR leadership team, Country HR Executive Committee as well as a member of the relevant business Exco leadership teams. Impact on the Business/Function

• Use knowledge and understanding of the business strategy, the drivers of business success and model to consistently impact sustainable business results
• Partner with relevant stakeholders, HR specialist functions to create and design effective Human Capital Plans, aligned to the business goals, HR Priorities and the Region Offshore Plan
• Drive and own the Country Talent Management agenda across diverse employee groups
• To support the change management activity associated with implementing a new business operating model for the site
• Facilitate creation of a stronger service agnostic country approach to collaboration, efficiency, EVP, experience and Brand Typical Targets and Measures Customers / Stakeholders
• Partner with site/country senior leadership to execute change leadership & org effectiveness solutions focused on a variety of topics (e.g. retention, workforce management/deployment/trends; rewards, operating model and org design etc)
• Work closely with regional/Global onshore HR teams
• Strong partnership with HR COEs
• External labor authorities/regulators Typical Targets and Measures
• High credibility evidenced through strong voice in key leadership decisions
• Stronger collaboration across the regional/ DBS HR teams and HR COEs Leadership & Teamwork
• To be an active and credible/valued senior member of the Mexico GSC Leadership team, contributing to the strategy of the Centre and its success
• To act as a "trusted advisor" to the TC business leadership team, coaching them/acting as sounding board
• To work effectively with the relevant global HR team(s) and HR specialist functions to ensure effective delivery of products, services and processes
• To role model the leadership and people management culture of HSBC
• To manage the HR team to ensure the operational delivery of HR initiatives in a consistent manner Typical Targets and Measures
• Be seen as a role model and pioneer of the new HSBC culture by leaders, subordinates and peers
• Credible advisor to business leaders on critical people matters Operational Effectiveness & Control
• Compliance to Legal entity/ Country regulatory, and other local matters while operating to defined Global Standards
• Possessing a strong understanding of local employment law and knowledge of access to expert advice when require
• Location level ownership for all ER matters
• Act as Country Risk Steward – ie, First Line Risk and Control
• Administrative owner- HR Financial Management - to manage costs for initiatives and monitor key trends in the people plans/budgets.
• Partner and review HR specialist function against execution of the Location Charter and Service Delivery Typical Targets and Measures
• Ensure HR initiatives are operationalized effectively
• Minimize People/HR Operational risk
• Hold oversight of HR costs and ensure these are included in AOP.
• "One HR" way of working across the generalist and specialist HR team(s) Major Challenges
• Mexico is our newest GSC, set up ways of working, processes and linkages into the larger network.
• Given the dynamic business environment in GSC Mexico, the significant employee base, the young people manager population, role holder will need to conceptualize a strong engagement plan to reduce ER/conduct risk, create new attraction plan and deliver the EBP.
• Talent Reviews - Key Talent/ Skill Retention, Succession Planning for critical roles
• Scalable Functional Academy and People Development Offering – pan Business Services Role Context
• To be accountable for developing an aligned approach to the distinct business service specific people strategies that leverages and exploits synergies and delivers a robust and consistent approach.

This will entail understanding how the people requirements interlock with the HR specialist team(s) and the Regions, as well as accelerating and supporting the business strategies.

• Partner with other Country/Location entities to Institutionalize Country level HR and Business Leadership & Governance Forums
• Work closely with the GSC/TC Operations head as the senior HR resource at the site
• Work with the GSC/TC business service heads to drive the people agenda including but not limited to Mexico
• Be the "face of HR" for frequent senior leadership visits to GSC/TC Mexico
• Face off with local government authorities to ensure seamless working relationship Management of Risk
• The jobholder will ensure the fair treatment of our customers is at the heart of everything we do, both personally and as an organization.
• This will be achieved by consistently demonstrating the group values of being

Open, Connected & Dependable and ensuring other colleagues uphold the same principles and behaviors of the organization

• 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, and the impact of new technology
• This will be achieved by ensuring all actions take account of the likelihood of operational risk occurring, and also by addressing any areas of concern in conjunction with line management and/or the appropriate department
• Supporting the principle of consequence management through educating the business and 'doing the right thing' of calling out inappropriate behaviors and practices Observation of Internal Controls
• 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 optimizing relations with regulators J-18808-Ljbffr