Job Description

This role delivers strategic leadership of Human Resources in the Emerging Markets cluster.

The role holder leads the HR function in the provision of the highest standard and quality of HR advice, service, processes and procedures to Products and Functions, ensuring end to end delivery of HR governance and services to the Emerging Markets Cluster of countries, Regulatory Liaison  and related legal entities.  Of paramount importance is the talent and succession planning of the CCO roles and key business and functional roles across Emerging Markets, including mobility programs and VOE. The role holder will represent the HR function on key projects within the cluster, and more broadly across EMEA. This role will execute on cultural change initiatives that support business objectives for the franchise. Accountable for the control and compliance of HR activity within the Cluster. Ensuring appropriate governance and management of franchise and reputational risks and issues are dealt with in alignment with Citi and EMEA HR control and compliance policies.

The role will develop and implement HR solutions to the business, providing support and guidance to the Citi Country Officers (CCO) and Cluster Leadership Team, across business, function and products in Emerging Markets.   The Emerging Markets Cluster currently comprises 29 countries & 31 Non-Presence Countries which represent USD2.4 Billion revenues.  The EM Cluster has a total HC of 3846 (Direct Staff for ICG, GF and EOT). This role requires a high level of coordination and partnership with HR Center of Excellence (COE) colleagues to ensure HR COEs are aligned with business strategy and priorities.

The role is a formal member of the Emerging Markets Cluster Leadership Team including Cluster Meetings, Business Risk, Compliance and Control Committee (BRCC) and the EMEA HR leadership team.  It also requires leadership and participation in several project teams where HR topics are discussed. From time to time, the individual may be required to present to the EMEA Remuneration Operating Group (ROG) on Emerging Markets matters. The role holder will work with stakeholders across the Emerging Markets Cluster and partner with corporate colleagues to provide input into strategic initiatives. The incumbent will take a proactive advisory role in the formulation, development and implementation of HR strategic objectives for the Emerging Markets cluster, partnering with the country and cluster CCO and respective Management Teams in the execution of people strategy.

Responsibilities

• Leads HR function across countries in the provision of the highest standard and quality of HR advice, service, processes and procedures, ensuring end to end delivery of HR governance.


• Maintains controls environment with robust processes, in order to proactively manage and mitigate functional /franchise risk.


• Integrates and aligns HR priorities across multiple countries from a business, geographic and legal entity perspective.


• Contributes to strategic planning and decision making at the top executive level so the organization’s human resource strategy is aligned with other business strategies.


• Serves as a trusted advisor to the Emerging Markets Cluster Head and EMEA HR Head for complex, sensitive, and high-level strategic people issues, such as setting multi-year engagement/talent agenda.


• Establishes effective resourcing, mobility, development, succession and retention plans for leadership teams / key roles across the Emerging Markets Cluster, Influence talent, performance and mobility decisions in the best interests of the overall Citi franchise.


• Oversees cultural transformation, organization design and change management post-merger and support business in enhancement of employee engagement, implementation of diversity initiatives, and ensure culture of ethical behaviours at an individual and collective level.


• Proactively advises and influences all staff related matters as an integral part of the Emerging Markets Cluster management team as the primary interface, from a people strategy and leadership perspective, for external stakeholders such as the Regulators, Government bodies, Unions, Auditors, and the various Board of Directors.


• Appropriately assess risk and reward when business decisions are made, demonstrating particular consideration for the firm’s reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behaviour, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards.

Requirements

Qualifications:

• 15+ years of experience, including 10+ years’ managerial experience


• Extensive years HR experience, preferably in a global/complex/matrix organization


• Experience of HR governance within a heavily regulated environment essential, and interaction with Boards desirable

Skills & Competencies:

• Ability and willingness to operate at strategic and practical level.


• Excellent interpersonal, leadership, communication, diplomacy, analytical and influencing skills


• Self-starter who directs activities and adds direct value to achieve business outcomes


• Collegial, direct communicator; comfortable working in a regional matrixed environment


• Strong organizational skills and the ability to multi-task effectively in a high-volume environment.


• Ability to build strong relationships as a trusted partner and work as part of a senior management team.


• Strong influencing skills at all levels of the organization, and ability to work in a complex matrix environment.


• High tolerance for dealing with ambiguity and on-going change.  Able to work in a complex environment with changing priorities.


•  ‘Process improvement’ mindset to increase the effectiveness and efficiency of the services offered.


• Resilient under pressure and self-motivated in a fast paced and demanding environment.


• Team player and proactive attitude


• Values diversity – demonstrates an appreciation of a diverse workforce. Appreciates differences in style or perspective and uses differences to add value to decisions or actions and organizational success.


• You present with a strong background working in a large global corporate environment where you have worked closely with business stakeholders at all levels and evaluated complex information and developed solutions.