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Team/Role Overview

The Regional HRPS Generalist will partner with senior regional management teams to establish the delivery and regional coordination of the HR strategy for their designated business area. Working alongside regional and global HRAs, they will act as a key coordinator to senior managers with regional populations on all HR related issues, tailoring and executing fully all aspects of the People Agenda.

They will also contribute to the building of organizational and leadership capability reflecting the business strategy. Where strategy is set globally, they will advise on how this can be executed within the region.

This role will also cover the UK and any Western Europe country population and will deliver agreed aspects of the generalist role for that population.

Key Responsibilities

Performance Management (PM)

• Coordinate regionally the Performance Management approach in order to drive the strategic business plans

• Communicate to in-country HR and business the expectations and practices for performance management cycle.

• Coordinate year end PM activities including calibration of performance ratings and preparation for year-end PM conversations.

• This would include appropriate participation in these sessions as agreed with HRAs (global or regional).

• Partner with the business to regionally coordinate the in-country management of poor performers.

• Facilitate discussion and solution for sensitive, complex and high risk poor performance issues.

• Work with line managers to set goals for employees, perform reviews against goals, provide high quality feedback and link compensation to performance reviews for in country population

• Assist managers of in country population to address under performance and develop employees to grow into new roles

Talent and Organisational Development

• In partnership with HRAs and country HRPS, help the senior leaders define the Talent culture to support the regional Talent strategic plans.

• Coordinate the annual talent process across the EMEA region partnering with country and global HR teams, including upload of talent designations, the preparation of talent books and the tracking of talent actions.

• Communicate to in-country HR and management the expectations and practices for the annual talent process.

• Selection of appropriate candidates on Talent programs.

• Participation in talent calibration meetings/discussions providing regional advisory on consistent application of talent designations and development solutions.

• Coach senior business leaders to improve their individual leadership and management skills. Work with the senior leader to build capability in their team – with the individuals & the team as a collective

Employee Relations, Policy and Ethics

• Act as point of escalation on serious issues, partner with in-country HR and COEs on any ER issues that require a significant level of senior leadership involvement or with complex stakeholders across the region/globally.

• Inform regional leadership, global/regional HRAs of issues and associated risk as appropriate as well as any themes that need to be addressed, subsequently developing approach to address.

• Partner with business management to maintain/improve a positive ER environment for the ER for in country business

• Advise Line Managers on opportunities and risks relating to management actions that may affect ER for in country

• Perform exit management actions (resignations, retirement, sickness) ER for in country population

• Liaising with ER team for changes to standard letters, query resolution & seeking exceptions ER for in country population

• Manage employee referrals to Occupational Health, feedback to managers (where appropriate), manage PHI process.

• Provide proactive manager education to improve ER environment and mitigate risks ER for in country population

• Counsel employees on personal and work related issues that affect performance and foster policy understanding e.g. performance capability, individual consultations ER for in country population

Restructuring/Organizational Design

• Coordinate and advise on any regional restructuring and reengineering programs including RIF, redundancies, offshoring, acquisitions and divestitures partnering with appropriate in-country HR and COEs.

• Manage any senior management restructuring closely in partnership with global/regional HRAs and country HRPS

• Own the people related elements of regional restructuring

• Work with the regional or global analysts or regional or global HRAs to ensure all HR data associated is up to date and accurate and accessible when required, advise on and coordinate any regional data tasks

Reward

• Partner with global and regional compensation specialists, HRAs and HRPS to lead an efficient and coordinated annual year end compensation process.

• Ensure awareness of regulatory compensation requirements and processes across the region (e.g. Covered Employees).

• Partner with in-country HR and compensation teams to manage any ad-hoc compensation related challenges or initiatives such as C-levelling, Fair Pay and Market Data projects.

Talent Acquisition

• Partner with Talent Acquisition partners to create the workforce plan/pipeline and review how the talent makeup & trends in the market impacts the plan

• Communicate approach to workforce planning and hiring across the region i.e. freezes, focuses, hot spots, diverse slates

• Guidance to in-country HR and Talent Acquisition teams on hires as appropriate.

• Partner with business, TA Partners and COO offices to ensure the self-service approval process is fit for purpose

• Partner with business leaders, regional and global HRAs on the resourcing of senior/critical regional hires including the structure of compensation, typically C15/C16

• Manage & advise upon any offers that have Indicatives, TIRA’s or other regulatory/non vanilla compensation

• Partner with Talent Acquisition, Compensation and Line Managers of in-country population to ensure proposed Compensation offers to candidates are compliant with regulatory, Citi and business unit requirements and participate in the approvals process

• Monitor recruiting data and metrics to identify trends and anticipate issues for in-country population e.g. use of compensation commitments

• Interpret and implement in country workforce plan and integrate with replacement and opportunistic hiring

• Support managers of in-country population to devise appropriate new-hire orientation and transition plans

• Facilitate internal career mobility discussions with in-country employees and managers

Learning and Culture

• Provide a coordination approach regionally, in partnership with the regional L&D partner to senior leaders on L&D solutions

• Support the communication of the regional L&D offerings and priorities relevant to the business area.

• Facilitate appropriate development opportunities for targeted groups of the population or specific individuals (i.e. executive coaching, L&D nominations CFS, LC3, WLDP etc.)

• Deliver coaching/interventions to build capability of the senior leader/leadership team

• Partner with HRAs and managers regionally to ensure Culture programs are delivered and embedded within the business

• Provide support for in country business team development i.e. NMAP

• Ensure appropriate on-boarding for specific in-country businesses or subset of individuals

Diversity, Inclusion and Engagement

• Partner regional/global HRAs to develop strategies to improve overall employee engagement and manager capability

• Partner with regional VOE coordinators and business champions to ensure successful delivery of the VOE process.

• Partner with leaders to interpret VOE data and other employee engagement metrics to inform the development and implementation of appropriate employee engagement strategy, initiatives and communications.

• Ensure progress on Regional level Diversity and Inclusive Leadership goals

Risk and Controls

• Understands and proactively manages risk and compliance in respective area of responsibility.

• Appropriately assesses risk/reward relationships when making business decisions

Development Value

The Regional HRPS Generalist role provides the opportunity for HR professionals to build extensive subject matter expertise and develop and implement people management strategies that support and drive delivery of the business strategy and plans

What we’ll need from you

• Ability to take a leadership position and apply strategic and tactical HR knowledge to provide strategic solutions to human capital problems

• Capability to customize or implement HR solutions to human capital problems in creative ways or to craft new HR solutions

• Develop and use metrics to make the business case for HR programmes, to align HR strategy with corporate goals, and to assess and justify the performance of HR programmes

Skills & Competencies

• Delivery capability: strong execution mindset and comfortable covering transactional activities required for in-country population.

• Operational Excellence capabilities: process improvement mindset, with an eye on what we

• Business capabilities: commercial awareness, business acumen, client focus, aligning business and people strategies

• HR capabilities: employee relations, use of HR metrics, organization design, talent development, change management/delivery

• Consulting capabilities: innovation and creativity, negotiation, facilitation and coaching, impact, influencing and persuasiveness, trusted advisor, leadership, project management/delivery

Qualifications

• Professionally qualified (CIPD) or equivalent work experience

Exceptional candidates who do not meet these criteria may be considered for the role provided they have the necessary skills and experience.

What we can offer you

We work hard to have a positive financial and social impact on the communities we serve. In turn, we put our employees first and provide the best-in-class benefits they need to be well, live well and save well.

We’ll provide you with the resources to meet your unique needs, empower you to make healthy decisions, and allow you to choose which benefits suit you and your personal life best.

Visit our Global Benefits page to learn more.

Highlights of our core benefits include:

• Award winning pension

• On-site health services

• Private medical insurance packages to suit your personal circumstances

• Paid parental leave

• Generous holiday allowance starting at 27 Days plus bank holidays; increasing with tenure

Citi Belfast also champions diversity within our workforce, which helps us be well and live well together. We have over 40 different nationalities in our Northern Ireland offices, are a vocal supporter of LGBTQ+ rights, and are proud to have 47% of our leadership team made up of individuals who identify as women.

We encourage and lead inclusivity through our Pride, Disability, Multicultural, Families Matter, and Women affinity networks that are run by and for, Citi Belfast colleagues; providing them with the support they need in their personal and professional journeys and supplying them with the tools to help educate colleagues on all things related to each network to help us work better together.

Sound like Citi has everything you need? Then apply to join the world’s most global bank and discover the true extent of your capabilities.

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