Head of Global Mobility EMEA

Section 2 – Purpose of Job

The Global Mobility Function at SMBC is going through a period of significant transformation.

We provide support to a long-standing population of over 200 Expats from our home region (Japan) to roles across our network of 20 locations across EMEA. In addition, we are now embarking on a drive to increase cross-border mobility for our growing network of local hires across the region and across our global footprint.

After significant growth in recent years, our existing process are stretched, but we are nearing the completion of a significant HR Transformation program that will enable the right candidate to help us review and enhance our processes to meet this increased demand.

Faced with these twin challenges and opportunities, we are now seeking a Global Mobility Leader, who can drive the change needed within the region, as well as actively participating in building the interconnected global mobility function that meets the broader aspirations of our global business.

Section 3 – Background

The HR department in EMEA is responsible for the delivery of services to over 3,000 people in over 20 locations. These services include payroll, benefits, pensions, immigration, international mobility, HR analytics, remuneration, learning & development, talent management, succession planning, recruitment, employee relations and strategic workforce planning.

HR’s services are often supported by systems including Oracle HR and SuccessFactors, although without dedicated mobility IT infrastructure at present. Quality, accuracy and speed are key to upholding HRs reputation in successfully delivering its services.

Section 4 – Facts / Scale

• The job is accountable for expatriate support of over 200 expatriates inbound from Japan and an (increasing) target of around 40 annual outbound expatriates, within region and to other regions, including Japan.
• One direct report, matrix leadership of the team of expatriate administrators within the Operations team
• Main interfaces relationships with
• Global Mobility team in Tokyo within GHR - to drive and align policy with global standards,
• EMEA head of Tax and Tax steering group – to ensure tax considerations are reflected in expatriate remuneration,
• UK Operations team in OAD and UK HR Operations team – to ensure ongoing and efficient service delivery
• Management of EY (current outsourced vendor) who provide support for existing expatriate staff

Section 5 – Accountabilities & Responsibilities

The role of HR International Mobility Manager will have the following accountabilities and responsibilities for delivering Global Mobility services across the EMEA region:

Mobility Strategy and Transformation

• Lead the review of the mobility strategy for the region, and collaborate in establishing the global strategy, ensuring aligning between both
• Review the structure of the current mobility operations and lead any change required to meet the expanded scope required under our future business strategy

Mobility Advisory

• Deliver an expert advisory and consultancy service to HR around international mobility, risk, intra-group contracting and cost allocation, budgeting, third-party vendor management and managing audits of HR.
• Partner with HR and colleagues from other departments to build relationships and to understand their needs and proactively deliver effective solutions

Mobility Policy

• Manage the EMEA International secondment policy, EMEA International Remote Working policy and EMEA relocation policy.
• Develop and implement new procedures / policies to improve the effectiveness for international mobility in EMEA and improve existing procedures / policies on a global basis with strong collaboration with the broader network specifically in Tokyo, New York and Singapore

Service Delivery

• Proactively work with EMEA HR Leadership team to continuously:
• Define its service catalogue, SLAs, KPIs and cost allocations
• Determine its key operational risks, appetite for risk, risk thresholds and KRIs
• Determine its annual budget
• Providing accurate KRIs and KPIs to customers in a timely manner
• Responds accurately and in a timely manner to customers and partners
• Ensure the team and vendor network maintain excellent levels of service delivery
• Ensure all expats and secondees are onboarded, paid and offboarded accurately and in a timely manner
• Ensure policy compliance, to minimise the risks for the business in relation to international mobility.
• Supporting audits on the HR department and any managing resulting audit action points to completion, ensuring best practice sharing across the region
• Manage the team and providers who deliver immigration, payroll and tax for the international mobility population
• Deals with more complex queries – non-standard, or exceptions to process

Mobility Analytics

• Works with the HR Analytics team and other sources of data to produce regular key risk indicators (KRIs) and key performance indicators (KPIs) for the services HR providers that deliver key insights
• Monitors trends and proactively takes appropriate action if required

Vendor management

• Supporting HR manage its third-party vendors, managing multiple high value vendor relationships (Tax, Immigration, Relocation)
• Proactively work with procurement to develop, maintain and continuously improve HR’s framework, tools, policies and procedures for actively managing its third-party vendors
• A thought leader who connects with external and internal (across Region) sources of good practice and proactively contributes to continuous improvement of the service

People leadership

• One Direct report
• Oversight of HR Operations generalist staff within local offices providing mobility support
• Liaison with Operations team providing Company housing and ongoing benefit and operational support (1x VP, 2 x Assoc, and 1x Temp)
• Key collaborator with Global Mobility staff members in other regions (Tokyo, New York, Singapore)

HR team responsibilities

• We will also support and encourage the incumbent to play an active leadership role within the EMEA HR function, supporting projects and programs of work outside the sphere of Global Mobility that provide them with additional growth and the opportunity to deliver high impact.

Section 6 – Knowledge, Skills, Experience & Qualifications

• Demonstrable ambition and clear desire to contribute to both personal and Bank’s growth & development.
• Natural intellectual curiosity and a good understanding of our business
• Change Agent – Experience of working with teams to foster best practise and encourage new ways of working
• Subject Matter Expert (SME) in International Mobility including immigration, tax and payroll, with deep experience and knowledge in delivering the services listed above
• Have a detailed understanding of legal entities, compliance, and regulatory aspects related to international mobility
• Excellent client relationship management skills with the ability to translate business requirements into technical solutions
• Solution Focussed - Proficient in focussing on solutions. Ability to understand the context and criticality of issues, with strong project management skills and a track record of delivering
• While committing to the team objectives, demonstrate personal accountability for delivery of personal actions
• Collaboration Ability to build relationships and influence peers and managers and with people from different countries and cultures
• Communication Skills: Strong and empathetic communication and listening skills
• Versatile and adaptable as the situation dictates to deal positively with ambiguity
• Critical thinking and analytical in approach to business challenges, able to solve complex, multi-dimensional international mobility problems
• Good eye for and attention to detail
• High level of IT literacy in particular Excel
• Technical Writing - Experience of being a conduit between technical consultants and non - technical colleagues to translate requirements and solutions
• Acts with highest standards of integrity and fairness to colleagues and clients