Regulatory Change Management

2 months ago

Belfast, United Kingdom Citi Full time

**Overview of Citi**

Citi is a world-leading global bank. We have approximately 200 million customer accounts and a presence in more than 160 countries and jurisdictions worldwide. We provide consumers, corporations, governments, and institutions with a broad range of financial products and services, including consumer banking and credit, corporate and investment banking, securities brokerage, transaction services, and wealth management. We enable clients to achieve their strategic financial objectives by providing them with cutting-edge ideas, best-in-class products and solutions, and unparalleled access to capital and liquidity.

Citi Belfast is one of the largest employers in Northern Ireland with a diverse and talented team of over 3000 people from over 40 different nationalities across our four Belfast offices.

We are the only global investment bank operating in Northern Ireland. Every day, our local experts interact with global teams in over 100 countries developing and supporting next-generation technology solutions for the enterprise and delivering critical services to the bank and its customers, to make sure we are a stronger and safer organization for our clients.

You will have a truly global reach, which will provide you with new experiences and development opportunities right here in Belfast’s iconic Titanic Quarter.

**Responsibilities**

The HR Risk Governance Senior Analyst is responsible for the development and execution of this framework, including:
Human Capital Risk Oversight:

- Support the development and execution of frameworks and measurements used to assess and oversee Human Capital risks and controls across the firm (e.g., HR Business Performance Reporting, Human Capital Risk Appetite) to effectively identify and escalate issues within the employee lifecycle and associated root causes. This includes the development of procedures to track, monitor, analyze and report against Human Capital-related Operational Losses, Issues and Corrective Action Plans (“CAPs”), as well as to review and challenge the businesses’ and functions’ self-assessments of their respective Human Capital Risks.

Compliance Risk Management:

- Execute the HR Regulatory Inventory and Change Management (“RICM”) Program and HR Policy Governance, including the development and maintenance of an inventory of Citi Policy (“Policy”) requirements and significant Employment, Health and Safety regulatory requirements (“Regulations”) and the identification of corresponding controls designed to maintain compliance with said Policies and Regulations consistent with the approved Compliance Risk Appetite.
- This may also include the development and execution of procedures designed to ensure awareness, assess impact, and capture corresponding Action Plans associated with Policy and Regulatory change, as well oversee the accurate and timely submission of HR-related regulatory reporting.

Contractual RFIs:

- Develop and execute procedures intended to ensure the accurate and timely submission of HR-related information required to fulfill contractual obligations, Requests for Information (“RFIs”) and/or Requests or Proposals (“RFPs”) from Citi.

Emerging Risk Management:

- Develop and execute procedures intended to identify emerging human capital risks / trends and proactively develop and socialize preparation strategies with management to enhance the control environment and ensure HR is equipped to manage future risk.

Scenario Analysis:

- Develop and execute procedures supporting HR’s engagement in the execution of CCAR Scenario Analysis to identify plausible, low likelihood, but high severity operational risk losses that the bank could experience in the future and use that information in Risk Measurement, Risk Management processes and capital planning.

Relationship Management:

- Engage with Citi’s Enterprise Risk Governance functions, including Independent Compliance Risk Management (“ICRM”), Independent Risk Management (“IRM”), Operational Risk Management (“ORM”), Internal Audit (“IA”), and various Business / Function Control Units in a collaborative and productive manner to address issues of joint concern.

Other significant responsibilities:

- Uses excellent communication, leadership and strong technical skills to influence a wide range of internal audiences including respective product, function, or regional executive management partners and external audiences including regulators and external auditors. Frequently engages in both internal and external negotiations, which will have a major impact on the function, and possibly on the HR organization as a whole.
- The timely delivery of high quality, value-added multiple concurrent deliverables on time and to specification.
- Possesses a broad and comprehensive understanding of multiple HR disciplines and of various policies and standards, as well as areas of high-risk: conduct risk, project/program management, or third pa

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