Talent Manager, Hong Kong

Role Purpose Focusing on what is unique and critical for Hong Kong, this new role is accountable for developing and executing talent solutions based on the requirements of the business strategy. As part of the new Enterprise Talent team this role is focused on ensuring HSBC develops and retains a high performing and diverse talent pool spanning all levels of the bank. Accountable for the delivery of proactive succession management, workforce strategy fulfilment and talent management, this role is also accountable for partnering with the Talent Market Heads to execute sustainable Inclusion practices in Hong Kong. This role offers a unique opportunity to influence how HSBC develops and grows its talent in some of its most dynamic and fast‑evolving markets. In this role you will Talent Strategy Activation Accountable, for collaborating across the Enterprise Talent team and Hong Kong Business to respond to business needs through the design and delivery of best practice talent solutions. Prototyping and testing new ways of accelerating careers – addressing systemic challenges such as stasis, talent retention and retirement with innovative talent solutions. Partner with the Talent Solutions team to develop highly relevant workforce analytics and external market insights to support decision‑making and forecast talent needs. Contribute to the skills strategy, aligned to Workforce Strategy with shared accountability for embedding skills strategies across Talent and Talent Acquisition. Partnering with Employer Brand to design and execute ways exceptional experience can be codified and amplified as part of talent engagement. Succession Planning and Workforce Development Mature and integrate succession management practices focused on delivering systemic development that increases succession readiness. Collaborate with Enterprise Learning for learning required to support the talent strategy. Performance, Risk & Financial Management Accountable for continuously assessing and improving talent performance metrics, utilizing talent insights to inform decision‑making. Accountable for identifying and mitigating risks associated with talent and workforce fulfilment, ensuring compliance with internal policies and external regulations. Accountable for aligning, enabling, and activating global campaigns and experience practices through the region across Employer Branding, Inclusion, People Capability and internal mobility. Build strong relationships with key stakeholders across the organization to promote a strong culture of talent development and succession planning. To be successful you will need Strategic Thinking and Analytical Capability: Experience aligning talent strategies with organizational goals with strong analytical and conceptual thinking to synthesize insights, identify opportunities, and develop clear, evidence‑based recommendations. Research Acumen: Skilled in researching and applying best practices and external insights to inform and enhance internal strategies and programs, ensuring initiatives are both market‑relevant and value‑driven. Execution: Experience leading talent initiatives from design to execution. Proven track record in managing multiple projects concurrently while maintaining quality, pace, and attention to detail. Highly proactive and delivery‑focused. Strong Communicator: Exceptional communication and presentation skills to articulate complex ideas clearly and persuasively to senior stakeholders and clients. Talent and Succession Management: Understanding of talent management strategies anchored in succession. Inclusive talent strategy and practices: Advocacy for fair and equitable treatment, commercial inclusion and challenge decisions or behaviours that do not align to the bank's policies. Relationship Management: Ability to build strong and lasting relationships with priority customer, client, community and stakeholder groups and to use experience and situational judgement to respond to unique needs. Manages time and priorities effectively across a wide range of stakeholder groups to support the strategic priorities of the Bank. Financial & Budget Management: Ability to define plans and budgets which identify value for revenue and opportunities for cost reduction. Draws accurate conclusions from financial information and makes insightful strategic financial decisions in planning and monitoring performance. Planning, Tracking, Reporting & Governance: Provides reporting on progress on demand plan, status, risks and issues and resolves high priority issues affecting services, taking accountability for service quality, and identifying opportunities for improvement. Opening up a world of opportunity 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. Personal data held by the Bank relating to employment applications will be used in accordance with our Privacy Statement, which is available on our website. Issued by The Hongkong and Shanghai Banking Corporation Limited. #J-18808-Ljbffr