Job Description

Name:

Bank ID:

Business Title:

Grade:

Business Unit:

Job Family:

Location:

Year:

BRA Cat:

Senior Manager

Band 6

Cash Operation GBS MY

WSC

2021

REPORTING RELATIONSHIP

S:

Reports Directly to:

Lead -People Capability & Transformation Culture

Direct Reports:

Matrix Reports:

DIMENSIONS:

Budget:

Staff:

Client Segments

Authority Levels - Individuals have implied authority to do what is necessary in carrying out their Responsibilities below, subject to the requirements of the Sources of Authority Framework;

1. Board / Committee/ Director

N/A

2. Company Policy

3. Risk Management Framework

4. Group Delegated Authorities Manual

Click here to enter text.

5. Group Authorised Signature Book

Click here to enter text.

6. Power of Attorney

Click here to enter text.

7. Statement of Responsibilities

N/A

Number of branches:

Number of entities / business units:

Volumes

TBC

Regulated role:

RESPONSIBILITIES

Develop, deliver, and assist in the People Capability Development for GBS Cash Operation \xe2\x80\x93 Malaysia

The skill-sets essential for the role are: -

• Experienced in Technical training Design, Delivery and Deployment tracking
• Familiarity with Instructional Design, E learning content creation, Learning Management Systems like Saba
• Good interpersonal skills and proven ability to work effectively in collaboration or solo to conduct Training Need Identification & Analysis , Design & Deliver training in person or virtual modes
• Good presentation and documentation skills, adept in engaging facilitation
• Develop and deliver training content unambiguously and with sufficient granularity & clarity.

Knowledge, Skills, and Experience:

• A team player who enjoys working with people on all levels, as well as being able to work independently and under pressure to meet deadlines.
• Good business acumen, personal integrity, and motivation.
• Creativity and the ability to articulate concepts into training materials.
• Good English language oral and written communication skills.
• Good presentation and writing skills.

Design / Develop Training Framework and Structure:

• Arrange logistical set up for team and conduct training.
• Design and develop training materials (e.g., slides, eLearning content, learning path creations , learning tracking ), consistently according to internal basic standards.
• Review training materials with respective SME and incorporate feedback.

Conduct Training

• Conduct / facilitate new joiner onboarding- New Hire Training self or with SME\xe2\x80\x99 s
• Implement department specific training (product training).
• Maintain usage of training environment for training implementation
• Arrange for Risk Training, Risk team will perform the training.

Evaluation of Training

• Maintain training completion record.
• Track department training mandate requirement.
• Result tracking on implementation
• Status completion training via SABA or diSCover.

Contributes to

• Training delivery and assistance in training implementation.
• Track good ideas and best practices.

.

To devise organizational training strategy, oversee its implementation and assess its outcomes. Work across the 3 Hubs to get employees up to speed in both their specific vertical, and the overall needs of the department include enhancing employees\xe2\x80\x99 skills, performance, productivity and quality of work.

Responsibilities

• Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers
• Draw an overall or individualized training and development plan that addresses needs and expectations
• Deploy a wide variety of training methods
• Conduct effective induction and orientation sessions
• Monitor and evaluate training program\xe2\x80\x99s effectiveness, success and ROI periodically and report on them
• Manage training budget
• Provide opportunities for ongoing development
• Resolve any specific problems and tailor training programs as necessary
• Maintain a keen understanding of training trends, developments and best practices

KEY MEASURABLES

• Achieve the training turnaround standards and accuracy level as stipulated in the Service Level Agreement.
• Meeting of own performance objectives and contribute in achieving the department\xe2\x80\x99s objectives.
• Coaching selected team members to achieve the desired level of productivity and competency.
• Contributing ideas for improvement on knowledge, skills, etc. to team management.

COMPETENCIES:

SKILLS FRAMEWORK

Grow Self \xe2\x80\x93 Applicable for all roles.

Action Oriented

Taking on new opportunities and tough challenges with a sense of urgency, energy and enthusiasm.

Collaborates

Building partnerships and working collaboratively with others to meet shared objectives.

Courage

Stepping up to address difficult issues and saying what needs to be said.

Customer Focus

Building strong customer relationships and delivering customer-centric solutions.

Instils Trust

Gaining the confidence and trust of others through honesty, integrity and authenticity.

Nimble Learning

Actively learning through experimentation when tackling new problems. Using both successes and failures as a learning factor

Grow Others - Applicable for all People Leader roles (as a minimum standard) and other roles where relevant.

Decision Quality

Making good and timely decisions that keep the organisation moving forward.

Applicable

Develops Talent

Developing people to meet both their career goals and the organisation\xe2\x80\x99s goals.

Applicable

Drives Vision & Purpose

Painting a compelling picture of the vision and strategy that motivates others to action.

Applicable

Gives Clarity and Guidance

Providing direction, delegating and removing obstacles to get work done.

Applicable

Grow Bank \xe2\x80\x93 Applicable for all Managing Director roles (as a minimum standard) and other roles where relevant.

Manages Ambiguity

Operating effectively even when things are not certain or the way forward is not clear.

Applicable

Strategic Mindset

Seeing ahead to future possibilities and translating them into breakthrough strategies.

Applicable

UNIVERSAL TECHNICAL COMPETENCIES \xe2\x80\x93 Mandatory for all CP/SMR roles. Minimum level of \xe2\x80\x9cCore\xe2\x80\x9d expected for all People Leader roles.

Manage Conduct

Expert

Manage Risk

Expert

Manage People

Expert

ROLE SPECIFIC TECHNICAL COMPETENCIES

Business Facilitation

Expert

Manage Change

Expert

Management of Frontline Risk

Expert

Business Governance & Support

Expert

Strategy & Business Model

Advanced

Service Delivery & Operations

Expert

QUALIFICATIONS - training, licenses, memberships and certifications

• Academic or Professional Education/Qualifications; University educated
• Licenses and Certifications/accreditations; none additional
• Professional Memberships; relevant memberships to be agreed
• Bank training; none additional
• Languages; English

VALUED BEHAVIOURS

Do the right thing: Be brave, be the change; Think client; Live with integrity

Never Settle: Continuously improve and innovate; Simplify; Learn from your successes and failures

Better together: See more in others; How can I help? Build for the long term

This should be read in conjunction with the relevant terms of reference, the Group\xe2\x80\x99s Governance Manual which sets out responsibilities for establishing, maintaining and implementing the Group\xe2\x80\x99s high-level systems and controls, policies and procedures, and the jobholder\xe2\x80\x99s contract of employment. The jobholder acknowledges that he / she has understood and will abide by the responsibilities set out in the Governance Manual as well as ensure compliance with Group Code of Conduct, and the local regulators Statements of Principle and Code of Practice for Regulated roles

Standard Chartered is committed to diversity and inclusion. By providing equal opportunities we foster a work environment which embraces diversity and gets the best out of the broadest spectrum of people to sustain business performance and competitive advantage. We build an inclusive culture by demonstrating respect for each other\xe2\x80\x99s unique strengths and perspectives to enable every employee to develop a sense of belonging and have the opportunity to maximize their potential.

The signed job description should be part of the job library and be used for P3 objective purposes, development needs, and hiring requirements as needed.

** Please include Local / Regional/ Country Regulatory role requirement details as necessary.

employee Name: SHARINA SHEREEN BINTI SHARIFUL AZMAN

employee Signature:

Date:

line manager name: ZAINI, ZETISHILA

line manager signature

Date:

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