Responsible for shaping and delivering the people strategy aligned to business priorities for the full US CIB portfolio and informing the wider CIB & HCIB People agenda. The role holder will play a pivotal role in fostering a high-performance culture, strong colleague engagement and an inclusive environment. The role provides strategic leadership, risk stewardship and organisational development, ensuring the workforce is agile, future-ready and capable of navigating geopolitical, technological and economic shifts with innovative people solutions and strategies. The role is accountable to the Head of People, US, Global CIB People partners and the US CIB senior leadership team across the portfolio. Principal accountabilities and responsibilities: • Own and execute the CIB People Plan aligned to business strategy and People Governance & Communication priorities across the full CIB portfolio • Lead and collaborate with partners across CIB, working with People specialist to design and execute people plans aligned to business strategy and our "challenge, align, commit" principle • Strategic partnership and counsel to CIB senior leaders that drives a highly engaged and optimised workforce, creating excitement and inspires ambition • Drive a high-performance culture focusedon our "Think Client, Deliver Value" principle by embedding effective performance management across CIB, focused on clear accountability, continuous improvement and customer centricity • Proactively embed Talent Management across CIB, including succession planning, talent pipelining aligned to future skills needs, and targeted interventions to retain and develop top talent, as aligned to our "great leaders build better leaders" principle • Drive team effectiveness and leadership development for senior leadership teams, embedding and role-modelling HSBC's culture and ways of working, aligned to How We Lead (HWL) • Lead strategic people initiatives and change programmes, mobilising cross-functional teams and leading change from design to delivery, ensuring risk management is integrated into the overall people approach. Sees it through and makes it happen • Drive workforce productivity by partnering on the development and activation of the Future State Workforce (size, shape, skills and location). Partners with Finance to achieve productivity outcomes through required FTE outcomes and workforce efficiencies • Act as an active, collaborative member of the US CIB People LT and wider people community, partnering with global stakeholders and specialist teams to drive simplification and customer centricity through continuous improvement of people processes and the operating model • Lead implementation and oversight of People policy and governance frameworks, procedures, practices and standards to ensure quality, effective risk management and regulatory compliance; manages people risk and drives remediation of top and emerging risk themes Leadership & teamwork (success profile) • Enterprise leadership mindset: Shapes people strategy aligned to business strategy, customer outcomes and long-term value; thinks "one HSBC" across functions, geographies and lines of business • Strategic influence and trusted advisory: Credible, independent adviser to senior leaders; challenges constructively • Culture and conduct leadership: Role-models HWL and HSBC Values; identifies conduct and culture risks early and drives remediation • Commercial and risk-aware judgement: Balances performance, cost, risk and colleague experience; anticipates regulatory, reputational and people risk implications • Data-led decision making: Uses workforce analytics (capacity, productivity, attrition, engagement) to diagnose and act; sets measurable outcomes and tracks benefits realisation • Talent and succession stewardship: Owns senior talent pipelines, succession depth and critical role coverage; drives rigorous performance, potential and development conversations • Delivers through others: Collaborates, brings others along, steers and delivers systemically through others across the matrix • Inclusive leadership: Creates psychologically safe environments and ensures decisions consider different perspectives and impacts Functional knowledge and experience • Experience working within banking environments with a strong understanding of operating models, client dynamics and the regulatory environment. CIB experience preferable • Strong capability in organisational design, workforce planning, talent strategy and change management • Track record delivering people outcomes in complex, regulated and matrixed global organisations • Expertise aligning people priorities with commercial, operational and risk agendas • Skilled in coaching and developing senior leaders (individually and collectively) to enhance performance, decision making and team effectiveness Capabilities (behavioural) • Business insight & decision quality • Cultivates innovation • Strategic mindset • Action-oriented • Values differences • Persuasion & conviction • Matrix management • Instils trust • Resilience • Nimble learning As an HSBC employee, you will have access to tailored professional development opportunities to ensure you have the right skills for today and tomorrow. We offer a competitive pay and benefits package including a robust Wellness Hub, all in a welcoming and inclusive work environment. You will be empowered to drive HSBC's engagement with the communities we serve through an industry-leading volunteerism policy, a generous matching gift program, and a comprehensive program of immersive Sustainability and Climate Change Initiatives. You'll want to join our Employee Resource Groups as they play a central part in life at HSBC, including the development of our employees and networking inside and outside of HSBC. We value difference. We succeed together. We take responsibility. We get it done. And we want you to help us build the bank of the future! Your final fixed pay offer will depend on the candidate and several variables, including but not limited to, role responsibilities, skill set, depth of experience and education, licensing/certification requirements, internal relativity, and specific work location.