Job Details

This team leads the implementation of the Group’s people strategy in line with our business objectives. It facilitates talent management, succession planning, and employee mobility while defining and overseeing frameworks that support employee performance management, reward, learning and development, resourcing and engagement. 

Fulfillment and Demand Planning Lead is responsible from workforce fulfilment activation across the Enterprise Talent organization. Operating as a strategic enablement role, this leader empowers business aligned talent teams to embed demand plans, internal and external talent intelligence through demand supply analytics, strategic talent fulfilment modelling, and capability transformation to inform how the business grows and evolves talent overtime. The role also monitors AI's impact on work design and advises on productivity opportunities, internal talent development and strategic hiring in collaboration with sourcing, learning and talent teams. 

HSBC is 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.

Workforce Fulfilment:

• Deep understanding of workforce fulfilment scenarios, demand supply modelling and capacity planning 
• Experience working with workforce data to identify trends, gaps and opportunities both internally and through market labour intelligence 
• Ability to lead scenario planning including different fulfilment choices and in close collaboration with Learning and Procurement teams 
• Experienced in building relevant and actionable frameworks for business aligned talent teams 

Enablement and Consulting:

• Strong consulting skills with experience supporting distributed HR or talent teams through toolkits, training and strategic guidance 
• Proven ability to influence without direct ownership of execution, guiding others through structured methodologies and insight led engagement 
• Deep expertise in data analytics and use them to shape narrative, highlight risk and opportunity and shift business thinking 

Strategic Influence and Collaboration: 

• Strong stakeholder management and influencing skills across people, finance, strategy and business units 
• Ability to build alignment across functions to create a cohesive workforce fulfilment and planning ecosystem 

People Leadership: 

• Track record of setting clear goals, creating an environment where team members deliver at pace in a global setting 
• Experience in upskilling teams in consultative skills to operate as trusted advisors to the business 
• Ability to inspire influence and lead teams through organisational change 
• Create an environment where diverse perspectives, cultures, and working styles are valued and integrated into decision making 
• Use coaching and feedback to help team members build confidence, stretch their skills, and achieve career growth 
• Encourage cross-region and functional knowledge sharing, collaboration on enterprise initiatives, and removal of silos to maximise impact