Job description
HSBC’s Global Executive & Leadership Talent Acquisition team is currently hiring for an Executive Talent Acquisition Partner, CIB. This role is responsible for the successful delivery of Managing Director (MD) hiring for Corporate & Institutional Banking (CIB).
Partnering with senior business stakeholders, the role will be responsible for developing and executing executive talent acquisition strategies that align with business priorities, ensuring the bank is able to attract top-tier talent for MD level roles.

In this role, you will:

• Lead and execute the end-to-end delivery of MD level hiring processes (and GCB3, where required) within CIB (predominantly across Europe). This includes external search execution, focusing on direct delivery (without the use of Executive Search firms), wherever possible (target of 80% direct external hiring).
• Future proof the businesses this role supports and partners through the proactive development of external and diverse talent pipelines aligned to strategic priorities.
• Relentlessly focus on HSBC’s internal talent, building and leveraging deep knowledge of our people to drive internal mobility and opportunity.
• Support Enterprise Critical Role succession planning activity by proactively identifying & pipelining ‘ready now’ & future successor external talent to those roles which require external talent to be included in succession plans.
• Provide a talent advisory service to OpCo members, enabled by deep sector knowledge and insight of both internal and external talent markets. Act as a ‘window’ on the external market, providing meaningful competitor and market intelligence.
• Collaborate with the Executive & Leadership Talent Research & Sourcing Team, to develop comprehensive market maps, talent pipelines and competitor/market intelligence.
• Mentor and support the development Executive & Leadership Talent Acquisition Associates in a ‘player-coach’ role.

Requirements

To be successful in this role you should meet the following requirements:

• Executive search knowledge and expertise with the ability to execute complex searches end-to-end. This experience will have been gained in either executive search firms or in a similar Inhouse Executive Search / Talent Acquisition Team.
• Executive talent acquisition experience within front-office / client facing banking environments, demonstrating a strong grasp of the industry’s unique talent challenges and opportunities.
• Demonstrated experience in advising senior business leaders on talent acquisition strategies to support growth and transformation objectives.
• Demonstrates a strong commitment to achieving goals and delivering high-quality outcomes, consistently meeting or exceeding expectations. Proactively identifies challenges and takes ownership to drive solutions, maintaining accountability for results.
• Demonstrable experience taking on new opportunities and tough challenges with a sense of urgency and enthusiasm.
• Proven ability to build strong relationships with diverse senior stakeholders. Demonstrates adaptability in approach, tailoring communication and engagement strategies to effectively influence and drive outcomes with OpCo-level stakeholders.
• Ability to align talent acquisition strategies with the priorities of the business, initiatives enhance the experience and effectiveness of leaders, colleagues, and other stakeholders, whilst supporting organisational goals.

In this role, you will:

• Lead and execute the end-to-end delivery of MD level hiring processes (and GCB3, where required) within CIB (predominantly across Europe). This includes external search execution, focusing on direct delivery (without the use of Executive Search firms), wherever possible (target of 80% direct external hiring).
• Future proof the businesses this role supports and partners through the proactive development of external and diverse talent pipelines aligned to strategic priorities.
• Relentlessly focus on HSBC’s internal talent, building and leveraging deep knowledge of our people to drive internal mobility and opportunity.
• Support Enterprise Critical Role succession planning activity by proactively identifying & pipelining ‘ready now’ & future successor external talent to those roles which require external talent to be included in succession plans.
• Provide a talent advisory service to OpCo members, enabled by deep sector knowledge and insight of both internal and external talent markets. Act as a ‘window’ on the external market, providing meaningful competitor and market intelligence.
• Collaborate with the Executive & Leadership Talent Research & Sourcing Team, to develop comprehensive market maps, talent pipelines and competitor/market intelligence.
• Mentor and support the development Executive & Leadership Talent Acquisition Associates in a ‘player-coach’ role

To be successful in this role you should meet the following requirements:

• Executive search knowledge and expertise with the ability to execute complex searches end-to-end. This experience will have been gained in either executive search firms or in a similar Inhouse Executive Search / Talent Acquisition Team.
• Executive talent acquisition experience within front-office / client facing banking environments, demonstrating a strong grasp of the industry’s unique talent challenges and opportunities.
• Demonstrated experience in advising senior business leaders on talent acquisition strategies to support growth and transformation objectives.
• Demonstrates a strong commitment to achieving goals and delivering high-quality outcomes, consistently meeting or exceeding expectations. Proactively identifies challenges and takes ownership to drive solutions, maintaining accountability for results.
• Demonstrable experience taking on new opportunities and tough challenges with a sense of urgency and enthusiasm.
• Proven ability to build strong relationships with diverse senior stakeholders. Demonstrates adaptability in approach, tailoring communication and engagement strategies to effectively influence and drive outcomes with OpCo-level stakeholders.
• Ability to align talent acquisition strategies with the priorities of the business, initiatives enhance the experience and effectiveness of leaders, colleagues, and other stakeholders, whilst supporting organisational goals