Job Summary
- The role will steer the Bank's Treasury function with increased speed and stronger resilience
- Cost Management excellence thanks to optimised budget allocation to highest-value activities
- People strategy - Closing capabilities chasm by building institutional capabilities (people, process, technology) to adopt new technologies
- People upskilling strategy driving a skill-based Treasury organisational design
- Strategic Workforce planning establishing a lean, nimble, and resilient Treasury team by effectively deploying resources and budget where they matter the most
- Drive a Treasury organisational culture focused on data, DEI, mental health, and nurturing talent.
Strategy
- Develop and implement strategies to attract and retain top talent within Treasury.
- Utilise data analytics and metrics to assess effectiveness of Treasury organisation and make data-driven decisions to optimise people and cost strategies.
- Implement cost optimisation strategies to streamline operations, reduce unnecessary expenses, and maximise return on investment in human capital.
- Future Vision and Strategic Alignment - Design and establish the Treasury FFG target organisational design in collaboration with TMT and Treasury Senior Leaders
- Strategic alignment – ensure organisational structure aligns closely with FFG objectives
- Stakeholder engagement & communication – engage key stakeholders across Treasury to gather insights, build support, and effectively communicate the rationale and benefits of the new Treasury organisational structure.
Business
- Drive in collaboration with senior leadership to define the future vision and strategic objectives of the Treasury function and ensure alignment between the organisational structure and the overall FFG strategy.
- Engage key stakeholders across the Treasury organisation to gather insights, understand requirements, and garner support for the proposed changes to the Treasury structure.
- Accountable for financial management of Group Treasury BAU and Investment budgets ensuring spend is economical and fully rationalised.
- Performance optimisation – Drive performance optimisation initiatives by identifying opportunities to enhance productivity, efficiency, and cost-effectiveness.
- Strategic resource allocation – develop and implement strategies for effective allocation of human and financial resources to support Treasury FFG objectives. This involves optimising workforce deployment, budget allocation, and investment decisions to maximise ROI and drive a sustainable Treasury workforce.
- Assessment of current structure – conduct a comprehensive assessment of the current Treasury organisational structure, including roles, responsibilities, reporting lines, and processes. Identify
- strengths, weaknesses, and areas for improvement
Processes and Governance
- Change management and communication – develop a comprehensive change management plan to communicate the rationale, benefits, and impact of the new Treasury organisational structure to employees. Provide training, support, and resources to facilitate smooth transition and adoption.
- Risk Mitigation – Identify potential risks and challenges related to the Treasury FFG people journey Implement controls to mitigate those and track progress.
- Cost optimisation – Develop and implement strategies to optimise costs across Treasury while maintaining or improving operational efficiency and effectiveness. Define relevant KPIs to track progress on delivery of cost initiatives across the portfolio.
- Lead the budgeting and forecasting processes to ensure accurate financial planning and allocation of resources. This includes collaborating with TMT heads to develop realistic budgets, monitor expenditures against budget amounts, and conducting variance analysis to identify deviations and take corrective actions as necessary.
- Develop and execute a comprehensive talent acquisition strategy aligned with the organisational skillset needs. Establish people upskilling strategy to nurture and develop Treasury employee’s skillset to enable Treasury of the future.
- Develop design principles and framework for the target organisational structure based on best practices and industry standards. Consider factors such as scalability, agility, and integration with other functions.
- Define clear roles, responsibilities, and job descriptions for each position within the Treasury function. Ensure clarity around decision-making authority, accountability, and cross-functional collaboration. Identify opportunities for specialisation and skill development.
People and Talent
- Lead a diverse team of individuals across India & Poland.
- Attract, retain, and develop talent. Build a team with diverse skillsets and core functionalities to optimize Treasury cost management and organisational design.
- Lead and support a growth and change mindset focused on improvement habits, agility, accountability through establishing standardized metrics to drive ROI outcomes in the team.
- Define vision and direction for the team, fostering an environment of empowerment and continual growth.
- Ensure the provision of ongoing training and development of people and ensure that holders of all critical functions are suitably skilled and qualified for their roles ensuring that they have effective supervision in place to mitigate any risks.
- Set and monitor job descriptions and objectives for direct reports and provide feedback and rewards in line with their performance against those responsibilities and objectives.
- Talent Acquisition Planning and Execution – Develop and execute a comprehensive talent acquisition strategy aligned with the organisational skillset needs. Establish people upskilling strategy to nurture and develop Treasury employee’s skillset to enable Treasury of the future.
- Employee value proposition - Partner with HR Business Partner, Talent Acquisition and Early Careers to design an employee value proposition promoting learning, creativity, and personal development.
- Walk the talent tightrope – match top talent to highest-value roles and activities.
- Develop TMT People Leaders authentic leadership capabilities and help them to become visionaries with the courage to craft a purpose and pursue the future
Risk Management
- Adhere to the Group’s Risk Management Framework including relevant Operational Risk Framework for Capital Risk.
Regulatory & Business Conduct
- Ensure compliance with accounting standards, regulatory requirements and management reporting and policies
- Display exemplary conduct and live by the Group’s Values and Code of Conduct.
- Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Chartered Bank. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct.
- Support Group Treasury to achieve the outcomes set out in the Bank’s Conduct Principles: Fair Outcomes for Clients; Effective Operation of Financial Markets; Financial Crime Prevention; The Right Environment.
- Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.
- Deal with regulators in a responsive, open, timely and co-operative manner and disclose appropriately matters which they would reasonably expect notice of.
Key Stakeholders
- Treasury Management Team
- Treasury People Leaders
- GCFO Change / COO Leads
- GCFO Change and Project Management Office Heads
- HR Business Partners
- Talent Acquisition
Other Responsibilities
- Embed Here for good and Group’s brand and values in Treasury. Perform other responsibilities assigned under Group, Country, Business or Functional policies and procedures.
Our Ideal Candidate
- 10+ years experience in the Financial Services industry in roles involving people management, cost analysis, budgeting, or financial planning
- Strong experience within Group Treasury, ALM and / or Balance Sheet Management
- Analytical skills – proficiency un data analysis, quantitative methods, and strategic thinking to drove business performance and optimise costs.
- People Management skills – demonstrated leadership, communication, interpersonal, and conflict resolution skills.
- Financial Acumen – strong understanding of financial principles, including budgeting, forecasting, costs analysis, and financial reporting.
- Able to operate at a senior level, collaborating and influencing across diverse functional teams that are geographically dispersed
- Able to work in a dynamic environment and in very fluid situations with tight deadlines
- Proficient in MS Excel and Powerpoint
- Experience in Change Management leading large programmes of work driving transformational change
Role Specific Technical Competencies
- Change / Programme Management
- Agile methodology / strategic planning
- Capital Management
- Stakeholder Management and Influence
- Effective Communications
- Knowledge of Organization
- Basel 3.1 and 4 Capital regulation changes
- Balance sheet management
- Trading and Treasury products
- Understanding of Bank systems architecture
About Standard Chartered
We're an international bank, nimble enough to act, big enough for impact. For more than 170 years, we've worked to make a positive difference for our clients, communities, and each other. We question the status quo, love a challenge and enjoy finding new opportunities to grow and do better than before. If you're looking for a career with purpose and you want to work for a bank making a difference, we want to hear from you. You can count on us to celebrate your unique talents and we can't wait to see the talents you can bring us.
Our purpose, to drive commerce and prosperity through our unique diversity, together with our brand promise, to be here for good are achieved by how we each live our valued behaviours. When you work with us, you'll see how we value difference and advocate inclusion.
Together we:
- Do the right thing and are assertive, challenge one another, and live with integrity, while putting the client at the heart of what we do
- Never settle, continuously striving to improve and innovate, keeping things simple and learning from doing well, and not so well
- Are better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term
What we offer
In line with our Fair Pay Charter, we offer a competitive salary and benefits to support your mental, physical, financial and social wellbeing.
- Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations.
- Time-off including annual leave, parental/maternity (20 weeks), sabbatical (12 months maximum) and volunteering leave (3 days), along with minimum global standards for annual and public holiday, which is combined to 30 days minimum.
- Flexible working options based around home and office locations, with flexible working patterns.
- Proactive wellbeing support through Unmind, a market-leading digital wellbeing platform, development courses for resilience and other human skills, global Employee Assistance Programme, sick leave, mental health first-aiders and all sorts of self-help toolkits
- A continuous learning culture to support your growth, with opportunities to reskill and upskill and access to physical, virtual and digital learning.
- Being part of an inclusive and values driven organisation, one that embraces and celebrates our unique diversity, across our teams, business functions and geographies - everyone feels respected and can realise their full potential.
Recruitment Assessments
Some of our roles use assessments to help us understand how suitable you are for the role you've applied to. If you are invited to take an assessment, this is great news. It means your application has progressed to an important stage of our recruitment process.
Visit our careers website www.sc.com/careers
