Talent Business Partner

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We are looking for a Talent Business Partner to support our UK business in a simple, customer‑focused way. The role is accountable for activating the talent strategy for the UK, combining both Talent Acquisition and Talent Management, aligned with business strategy and strategic workforce plans. The Talent Business Partner is a trusted advisor to business and people stakeholders, using data and insights to drive impactful talent strategies across the defined portfolio at OpCo‑2 and below.

The role will work across the Talent operating model and wider PG&C ecosystem to drive execution, ensuring HSBC attracts, develops and mobilises talent to drive business outcomes.

Principal Accountabilities Talent Strategy Activation

• Lead and activate a comprehensive and future‑focused talent strategy that encompasses both Talent Acquisition and Talent Management, ensuring alignment with business strategy and workforce needs.

Workforce Fulfilment Strategy

• Support alignment of capability and capacity planning as part of the new Enterprise Talent proposition, delivering a fulfilment strategy for the future workforce.
• Activate the workforce fulfilment plan across the respective portfolio and contribute to the demand plan for the business, grouping activity by skills and aligning talent attraction propositions.

Demand Planning

• Drive hiring demand plans for the portfolio and ope rationalise them across the Talent Acquisition service delivery model.
• Identify priority skill opportunities in alignment with the business strategy, demand plans and labour‑market intelligence.

Talent Acquisition

• Ensure hiring execution across all segments is aligned to the fulfilment of the Talent Strategy and Demand Plan.
• Partner with Executive & Leadership Lead and Emerging Talent Lead on portfolio requirements.
• Shape attraction needs for the portfolio, working closely with Employer Brand to create assets and campaigns that drive competitive advantage.

Succession Planning

• Support the Talent Head in creating succession plans for Enterprise Critical and Business Critical roles, identifying, developing and aligning internal talent pipelines to strategic priorities.
• Lead analysis for talent and succession plan reviews with the Business Operating Committee.
• Partner with Executive Talent Acquisition to ensure external succession options and fulfilment strategies are adhered to, where required.
• Engage talent and succession processes that empower employees and build trust.

Talent Identification And Development

• Identify individuals with the potential for success in critical roles or future growth areas.
• Operationalise deliverables to develop diverse, high‑quality talent pipelines through targeted actions.
• Drive Capability Planning, proactively identifying business‑specific capability and skill requirements and interlocking with Learning for activation where required.

Stakeholder Management

• Partner with the Operating Committee and People Business Partners to understand priorities and represent them in the creation of Talent Strategies.
• Act as a trusted advisor to senior business stakeholders, leveraging data and talent intelligence to influence and drive talent outcomes.

Performance, Risk & Financial Management

• Continuously assess and improve talent performance metrics, using data analytics to inform decisions.
• Identify and mitigate risks associated with talent and workforce fulfilment, ensuring compliance with internal policies and external regulations.
• Maintain cost discipline aligned to the Business‑aligned Talent budget.

Critical Skills, Knowledge & Experience

• Talent Strategy – activate a strategy to drive the workforce of the future and fulfilment in line with business objectives.
• Talent Acquisition – advise on a wide range of Talent Acquisition specialisms to achieve demand plan…