global traded risk control analyst - feb 2016

Global Role Profile Template (GCB4 – 8)

Group Entity:

HSBC Holdings Role Profile Date: 22/02/2016

Role Title Market Risk Control Manager – Global Traded Risk Control GHRS Job Code:

New or Existing Role? New Existing

Role Holder’s NameCurrent Global Career Band:

5

Proposed Global Career Band:

5

Line Manager’s Name & Role Title (plus Functional reporting lines, if any)

Sourav Sen Gupta, Manager Global Traded Risk Control, Aggregation & Regulatory MI

Business/Function & Location:

Global Risk, London

Role Purpose (overall high level summary of the role)

The scope of responsibilities includes the following:

Consolidated reporting and analysis, for MI and regulatory purposes with a global remit e.g. sensitivities, VaR,

Stressed VaR (SVaR), Incremental Risk Charge (IRC), etc. The main customers of the consolidated reports are the

Regulatory Finance team (for capital & RWA reporting) and senior market risk management.

Analytical review and explanation of movements to stakeholders (60% analytical review, 40% reporting) on

reporting supported out of the offshore team.

Supporting a continuous process of offshoring and facilitating the transfer of daily reporting preparation tasks to

offshore centers.

Consolidate Risk Management Committee packs

Review & monitor limit mandates

Model Performance review – specifically VaR back testing, hypothetical portfolio back testing. Preparing back

testing packs for Europe & Middle East region and providing inputs to the Global pack.

RWA reporting – MI pack for Market Risk RWA requirementPrincipal Accountabilities: Key activities and decision making areas

Typical Targets and Measures

Impact on the Business/Function [COMPLETE 3-4 AREAS]

• Global consistency and improved control framework

• Ensure controls and continuity of risk monitoring activity

• Support models efficiency and accuracy for capital requirement

• Improve existing infrastructure to deliver accurate, high quality and

timely information

• Deliver added value information to internal customers

• Support meeting regulatory challenges

• No operational incident

• Meeting internal target dates to close

requests from stakeholder

• Meeting internal and external

reporting deadlines

• Delivering enhanced reports and

analysis

PUBLIC - Template version January 2011 of 9


• Onboarding new business • Delivering growth of services

through increased efficiency

Customers / Stakeholders [COMPLETE 3-4 AREAS]

Traded Risk Management and Control

Regulatory Finance

Regulatory and Risk Analytics (Methodology)

Risk Software Delivery

Strong interpersonal relationship and

communication skills

Proactive engagement through open

dialogue and transparency on

processes and controlsLeadership & Teamwork [COMPLETE 3-4 AREAS]

Developing the team onshore and offshore

Supporting recruitment, policy, best practices and skillset.

Driving and influencing stakeholders in line with run the bank target

operating model view and requirements

Demonstrable team development

Positive feedback from offshore

Providing presentations and

milestones pitch to management

Positive feedback from main

Operational Effectiveness & Control [COMPLETE 3-4 AREAS]

Maintain and develop close relationship with offshore teams to manage

BAU activities under a timely, cost effective and structured operating

model.

Driving continuous process improvements

Meeting regular reporting deadlines

whilst avoiding a degradation in

internal controls

Review and follow up handover

protocols with offshore

Managed growth within offshore



Major Challenges (The challenges inherent in the role that require a continual test of the role holder’s abilities)

Large organisation with multiple internal stakeholders to deal with

Build and sustain effective working relationships and exert influence through the existing governance.

Prioritize work under high demand from all stakeholders, including regulatory driven requests/projects.

Sustain a broad range of activities under a dynamic infrastructure and regulatory environment.

Work effectively with onshore and offshore resources to maximize consistency, timeliness and quality.

Role Context (The environment and operating conditions of the role including the extent of guidance and authority)

The consolidation team operates within the Traded Risk Control department under the Global Risk Function. It supports

Traded Risk Management and works with other departments such as Regulatory and Risk Analytics, Change Delivery,

Regulatory Finance and Product Control. It deals primarily with aggregated exposures within Traded Risk Control.

The Traded Risk function is subject to strict external regulations as a result of internal model approval by the PRA and

other regulators. Measures such as VaR, SVaR, etc are reported externally. All processes are subject to review by internal

audit, regulators and external auditors.

Management of Risk (Operational Risk / FIM requirements)

The jobholder will also continually reassess the operational risks associated with the role and inherent in the business, taking

account of changing economic or market conditions, legal and regulatory requirements, operating procedures and practices,

management restructurings, and the impact of new technology.

This will be achieved by ensuring all actions take account of the likelihood of operational risk occurring.

Also by addressing any areas of concern in conjunction with line management and/or the appropriate department.

Observation of Internal Controls (Compliance Policy / FIM requirements)PUBLIC - Template version January 2011 of 9


The jobholder will also adhere to and be able to demonstrate adherence to internal controls. This will be achieved by

adherence to all relevant procedures, keeping appropriate records and, where appropriate, by the timely implementation of

internal and external audit points, including issues raised by external regulators.

The jobholder will implement the Group compliance policy by containing compliance risk in liaison with Global Head of

Compliance, Global Compliance Officer, Area Compliance Officer or Local Compliance Officer. The term ‘compliance’

embraces all relevant financial services laws, rules and codes with which the business has to comply.

This will be achieved by adhering to all relevant processes/procedures and by liaising with Compliance department about

new business initiatives at the earliest opportunity. Also and when applicable, by ensuring adequate resources are in place

and training is provided, fostering a compliance culture and optimising relations with regulators.

Role Dimensions (e.g. balance sheet size, lending/expenditure limits, size/volume of transactions, budget)

The role involves reporting on Group level VaR of ~USD160mn and overall modelled RWA of around USD60bn

Five major regions (Europe, Asia, Middle East, North America & South America) and around 20 satellite sites

Headcount reporting to this role Direct: 0 Indirect: 0 Total: 0

Knowledge & Experience / Qualifications (For the role – not the role holder. Minimum requirements of the role.)

Technical Skill Requirements:

Good knowledge of VaR calculation, sensitivities & Greeks.

Knowledge of trading business, derivative products, risk methodology and regulatory framework.

Strong matehmtical background

Proficient in VBA, Excel & Access

Educational Requirements

University graduate in finance, computer science or numerate disciplines

Professional qualification such as CFA/FRM or similar Financial & Risk management disciplines



Organisational Chart (Complete or insert organisational chart for the role here)

On Shore Off Shore

Approvals (provide name & date approval received):

LOCAL:(All Bands)

REGIONAL:(Bands 3+)

GROUP:(Bands 1+)

Immediate Line Manager: Regional Business Head: Group Business Head:

Business / Department Head: Regional HR / Reward Group Performance & Reward


JP Kruger (Head of Agg & Regulatory MI) (GCB 3)

Mai VU (GCB 4)TBD (GCB – 5)Paul Doherty (Consultant)Klara Lenyu (Contract)

Regina EuniceJeremy MagpaoVeronica SomeraTBD

Abhiruchi SKrishnamurthySatyan SNeeraj DNasrin FRahul Sahu

Manila Bangalore

Sourav Sen Gupta (Manager) (GCB 4)


HR Business Partner:

Guidance notes for writing role profiles

Note: The guidance notes are also available on each of the role profile proforma. They will automatically be

printed when you print a proforma so there is no need to print this page too.

Overview

In writing role profiles it is important to ensure that the following principles are adhered to:

Focus on the role Do not focus on the person

Be based on facts Avoid subjective judgements

Clearly distinguish between activities and

their targetsDo not omit information on targets and goals

Outline expected levels of performanceDo not ignore performance levels, or set

standards too high or too low

Focus on key activities Do not provide a long list of tasks

Cover all sections of the role profile template Avoid being incomplete or have missing data

Be succinct and to the point using clear simple

language

Avoid being over-complex or using jargon,

acronyms or abbreviations

Use action verbs to explain activities (eg manage

budget...)Do not be inconsistent in describing activities

As a guide, the entire role profile should be no more than four pages for managerial staff (excluding the structure

chart), and should be typed in Times New Roman 10 point.

Job Titles

Remove ‘junior’ and only use ‘senior’ as an indicator of grade or level.

Replace ‘junior’ with terms such as ‘Assistant Manager’ or ‘Officer’.



Role Purpose

This should be an overall high level summary that says why this job exists and what it specifically does.

Ensure this is brief, captures the key aspects of the role, and is one to two sentences long.

Ensure this is specific about the role and doesn’t describe general business deliverables.

Address what the specific contribution of the role is to business delivery.

The following structure can be helpful when forming the purpose of the role:

o Verb >> Object >> Reason >> Constraint, eg.

o Lead >> Customer Service Team >> to meet targets >> within agreed budgets.

Principal Accountabilities

This section of the role profile is extremely important as it identifies the major elements and areas of delivery for the

role to be effective. It is therefore important to avoid generalisations and be as specific as possible.

Principal accountabilities are split into four common areas of role focus that support HSBC’s principles and values.

These dimensions form the basis for consistent evaluation of jobs and are externally recognised to ensure linkage

to external evaluation systems to assist with easy comparison of jobs in the market.

The four dimensions are:

Impact on the business.

Customers / Stakeholders.

Leadership and teamwork.

Operational effectiveness and control.

Guidelines:

For each of the principal accountabilities 3-4 key activities should be identified that the role holder must

undertake effectively to successfully deliver against that accountability.

For each activity identify the nature of typical key performance indicators and/or targets.

List concise statements that outline the jobholder’s duties in order of importance. These are the ‘outputs’

against which the jobholder’s success will be measured.

For clerical jobs, include the percentage of time spent on main activities (80%-100%). Don’t include tasks

requiring less than 5% of the jobholder’s time.

Whilst this is the most important section of the job description, it should be no more than one to one and a

half pages long.

Major Challenges

Exceptional challenges that are specific to the role, these may include technological or regulatory



challenges, specific aspects of the business environment or internal challenges for the role holder.

It is important to ensure that major challenges noted are significant or ongoing for the role.

Role Context

Provides detail on the context of the role, to include:

The location of the role and the geographic reach, interfaces with other business areas and departments

and the overall fit of the role into relevant processes of the business / functional area.

Provides detail on the extent of guidance and authority within the role eg:

What authority is extended to this position?

What parameters does the jobholder work within (eg do they follow strict instructions or are they

empowered to develop procedures and policy)?

What are the discretionary limits of responsibility?

What sort of decisions typically fall to the jobholder and at what point would they be referred upwards?

This section can also include short examples of relevant information such as indirect reporting relationships

and management meetings attended.

Management of Risk

Observation of Internal Controls

The role profile template includes mandatory accountabilities covering employees’ responsibilities relating to the

HSBC’s policies on Treating Customers Fairly and management of Operational Risk and Compliance Policy.

Some of these accountabilities will not apply to all jobs, however, it is important that all employees are aware of

these requirements and it is therefore recommended that all role profiles include this wording.

The wording is not exhaustive and line management should consider any other requirements that should be

included under these sections.

Role Dimensions

Provides quantitative information on the scope of the role to provide clarity on the size of the business area

within which the role operates.

Role dimensions should reflect areas that the role has impact, either directly or indirectly and can be

financial or non-financial:

o Financial scope data will include size/volume of transactions or budgetary responsibility.

o Non-financial scope data will include number of reports.

The type of role dimensions used will vary depending on the focus of the role. The key thing is to ensure

that the role dimensions accurately reflect the areas of impact of that role within HSBC.

Knowledge and Experience / Qualifications



Detail the knowledge and experience required to carry out the role competently. In order to comply with UK

employment legislation (Age Regulations), experience should be described in terms of depth and extent;

and not as a number of years.

Detail essential education/qualifications required to carry out the role competently, including 'or equivalent'

where possible to allow for changes in the qualifications available for study.

Avoid unnecessary or time-linked qualifications or the time since qualification as a replacement for

experience, skills or qualifications.

However, if the experience or qualification is only desirable and not a minimum requirement this should be

noted.

This information should reflect the requirements for the role – not reflect the characteristics of the current

role holder.

Bear in mind that the skills shown here are not for recruitment purposes but should reflect the skills needed

to be fully competent in the role.

Avoid general statements such as ‘knowledge of …’ – be specific.

Structure Chart

This puts the job into context by showing reporting arrangements. It is important not to see the job in isolation –

show the relationship with other business areas within the department. Show at least the next levels up and down,

as well as peer roles.

Administrative Guidance

Role Profile Date – the month and year in which the role profile was written or last updated.

GHRS Job Code – this is the job code found on the Group’s HR System (PeopleSoft) that is used for position

management purposes.

Approvals – this section shows that line management and the relevant HR function have reviewed the role profile’s

content.

Jobholders should have access to a current version of their role profile, which they can discuss with line

management. There is no requirement for line manager or jobholder to sign the role profile.


global traded risk control analyst - feb 2016

Documents