Head of Emiratisation

Job description / Role

Job Description

* Responsible for developing appropriate talent acquisition strategies related to the Nationalisation agenda and managing the end-to-end talent acquisition process to deliver agreed targets for roles within assigned business areas, ensuring that the right National candidates are recruited, at the right time, at the right price.
* Undertake research, business planning and coordination to deliver best in class Localisation programs.
* Build the Bank's brand as an employer of choice for local talent through building strong and proactive relationships with relevant governing bodies in the UAE.
* Work closely with country HR to ensure that manpower planning is tuned towards ensuring placement of local talent in key roles in the organisation, specifically focussing on increasing representation at more senior levels.
* Influence the talent acquisition process and strategies in order to attract high calibre local talent.

Key Roles & Responsibilities

Targets, budgets & governance

* Guide the business on talent acquisition planning , with a focus on prioritising hiring of Nationals
* Agree and deliver direct sourcing and cost saving targets
* Deliver the budgeted resource plans for roles ring-fenced for Nationals 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

Needs Definition

* Translate business objectives into talent acquisition plans and strategies, closely aligning them to the broader talent acquisition and Nationalisation strategy
* 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.
* Provide a full consultative service to line managers with regards to the recruitment industry and market trends, specifically with regards to National candidates.

Sourcing

* Design and deliver innovative sourcing strategies and solutions to meet National hiring targets
* Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, sourcing the very best National 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
* 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
* Alumni
* 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 (Tanmia, Tawteen, EIBFS, etc.)
* Engaging and managing external PSL recruitment agencies, where required
* Participate in intern, graduate and MA recruitment events and activities (e.g. careers fairs), as required. Refer any direct hire applicants who would have strong potential for a programme role

Selection

* Efficient applicant management for National vacancies i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with relevant Talent Acquisition Coordinator regarding interview and assessment arrangements.
* Conduct preliminary assessments of National candidates 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
* Advise hiring managers on which candidates to progress to the next stage, ensuring the right decisions are made, challenging the business' recommendations as required
* Complete identification, legal right to work and address verification during interview process
* 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.

Hiring

* Ensure all required approvals are obtained before offers are made
* 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 and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies
* Liaise with Talent Acquisition colleagues to ensure accurate and timely contract issuance following verbal offer.
* Improve National candidates conversion rates (first offer made to acceptance ratio) through effectively diagnosing and selling the most relevant points for each individual

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 innovative pre-joining strategy, maintaining regular contact with candidates and keeping them warm post offer acceptance

Employer brand and Employer Value Proposition

* Ensure the employer brand is fully leveraged, and embedded in talent acquisition touch points (including candidate and vendor interactions), ensuring full understanding and alignment by Hiring Managers and HRRMs to deliver consistency of message and optimal candidate experience
* Deliver full compliance to employer brand governance process

Relationship Management

* Pathological and infectious collaboration with 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
* Deliver a high degree of sponsorship, engagement and buy-in/understanding between the business and Talent Acquisition, increasing 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

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 and interpret 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

Requirements

Qualifications & Skills

Essential

* Proven recruitment experience (in-house or search firm) of retained search and selection, or contingency and multi channel recruitment, with a successful track record in effective job filling within a complex recruitment model / environment
* Able to deal with high recruitment volumes as well as more specialist vacancies, managing multiple vacancies at any time across a variety of disciplines
* Understanding and some experience of developing sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget. Some experience of managing / working with PSLs and non-PSLs and good knowledge of the market place, competitors and best practice
* Consulting / diagnostic skills (e.g. probing to identify underlying needs, effective questioning to provoke broader thinking about resource requirements, capability gaps etc)
* Sound communication and influencing skills, enabling the role holder to network effectively, establish credibility quickly, build sustainable relationships, relate to candidates and hiring managers, push back on hiring managers / agencies and effectively sell Standard Chartered Bank to individuals
* Ability to deal with conflict, and remain positive when under pressure
* Customer-focused approach
* Sound reasoning skills and the ability to screen and interview applicants while making sound judgments on suitability for the role / organization
* Track record of working in a very organized way, multi-tasking, prioritising, managing data, and setting and achieving deadlines (both short and medium term)
* Experience of analysing recruitment management information and using this to identify and initiate improvements
* Knowledge of / exposure to relevant employment legislation (e.g. data protection)

Desirable

* Knowledge of HR databases (e.g. PeopleSoft)
* In-depth experience of in house recruitment at a strategic level
* Experience in an international professional services / banking environment
* Proven experience in working in a complex matrix, with a broad base of cultures, dealing with demanding and fast-paced client groups
* Demonstrable knowledge of banking / divisions

How To Apply
Please apply online. 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.

Diversity & Inclusion

Standard Chartered is committed to diversity and inclusion. We believe that a work environment which embraces diversity will enable us to get the best out of the broadest spectrum of people to sustain strong business performance and competitive advantage. By building an inclusive culture, each employee can develop a sense of belonging, and have the opportunity to maximise their personal potential.

About the Company

Standard Chartered Bank started in 1958 in UAE with its first branch in Sharjah. The Group’s business gradually increased in Dubai with the opening of several branches and today, Dubai is the administrative hub of the Middle East and South Asia Region. In its 43rd year, the Bank enjoys the position of having the most extensive branch network among foreign international banks in UAE with 10 branches emirate-wide.

Standard Chartered is an international bank, focused on the established and emerging markets of Asia, Africa, the Middle East and Latin America with an extensive global network of more than 600 offices in over 50 countries. The three principal business groups are Global Markets, Personal Banking and Corporate and Institutional Banking.

In UAE, we are one of the leading banks, offering an extensive range of products and services for personal customers, local companies, multinational corporate and financial institutions.