Job Summary
Compensation and Year End Review Oversight
The role is accountable for the end to end governance of the annual year end review process, including post cycle retrospectives (“Review of the Review”), compensation system and share system management, compensation statement design, and delivery of the year end review window. This includes ensuring fairness, affordability and consistency in outcomes, overseeing management reviews at Group and business MT levels, and maintaining strong communication with People Leaders throughout decision making and finalisation of outcomes.
System, Communications and Stakeholder Management
The role leads coordination of compensation system and share system enhancements, testing and feasibility assessments in partnership with Ops, technology teams and key PRB stakeholders. The role owns the refresh of year end communications and guidance, translating complex policy and process requirements into clear, accessible materials for HR, People Leaders and colleagues, supported by global briefing calls and OneSC knowledge articles.
Vendor, Market Data and Promotion Governance
The role oversees market data vendor management, including contract renewals, legal and data privacy requirements, and maximising the value of market data insights. It is also responsible for global promotion frameworks and processes (Band 4 and MD), including nomination cycles, assessment forums, governance, and facilitation of decision making in partnership with HRBPs, Talent, Ops and senior stakeholders, ensuring alignment with global standards and timelines.
Key Responsibilities
Strategy
• Leads the end to end strategic design and continuous improvement of the annual year end review cycle, using retrospectives, stakeholder feedback and issue analysis to optimise fairness, efficiency and colleague experience across cycles.
• Sets forward looking direction for system, statement and process enhancements, prioritising investment based on feasibility, regulatory requirements and business impact, in partnership with Ops, Technology and HR stakeholders.
• Provides enterprise level judgement and oversight of reward outcomes, trends and risks, advising senior governance forums (HRMT, Group MT, GRPC, RemCo) on affordability, consistency and decision trade offs.
• Shapes long term market data and vendor strategy, ensuring contracts, data privacy and regulatory obligations are met while maximising the value and fitness for purpose of reward data to support business needs.
• Owns the strategic evolution of promotion, recognition and conduct frameworks, balancing global consistency with local requirements, strengthening governance, and driving simplification, integration and increased use of AI across the employee and People Leader lifecycle.
Processes
• Manage the Compensation and Equity process in the HR Process Universe
Risk Management and Governance
• Process Element Owner L4 Manage Compensation and Manage Equity. Control owner for these processes and regular review of OTCR risk profile and CSTs for these processes.
Key Stakeholders
Senior governance and decision forums
• The role regularly engages with senior governance bodies including HRMT, Group MT, GRPC and RemCo, providing updates, insights and recommendations on cash compensation, year end review outcomes, promotions, and Risk, Control and Conduct (RCC) matters. It also interfaces with the Risk & Accountability Forum (RAF) and Remuneration Adjustment Committee (RAC) on Mandatory Conduct Requirements and risk adjustments.
HR, PRB and delivery partners
• Close day to day collaboration is required with PRB teams, HR Advisory, HRBPs, Employee Relations, and Reward Analytics, alongside Operations (PMCC Ops) and technology colleagues supporting compensation modules, dashboards and OneSC. The role also partners with Talent and Org Design on promotion frameworks, assessment processes and job evaluation governance.
External vendors and specialist counterparts
• The role manages and coordinates with key market data and rewards vendors including Mercer, Korn Ferry, Aon and WTW, working alongside SCM, Legal, Risk and Data Privacy teams on contract renewals, data protection requirements and regulatory obligations. It also engages recognition vendors and internal finance/invoicing teams to ensure strong governance and effective delivery of recognition programmes.
Our Ideal Candidate
• Role model and champion the Bank’s values and behaviours
• 10+ years' work experience in HR Compensation or Deferred Compensation
• Experience in a Bank or Financial Institution
• An appreciation of the local legislative and regulatory landscape
• Strong networker and organizational influencer
Role Specific Technical Competencies
• Effective Communication
• Relationship Management
• Operational Risk
• Budget Management
• HR Legal and Regulatory Environment
• Human Resources Policies, Strategies and Environment
• HR Policies, Standards and Procedures
• Human Resources Consulting
• Data Gathering and Analysis
• Performance Management
• Benefits Programs
• Salary Planning
• Equity-Based Pay Programs
• Incentive Programs
• Compensation Management
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
