Head Trade Business Risk

Job Summary

To monitor the trade teams and serve as primary contact person for internal and external customers in relation to relevant trade transactions. Responsible to ensure daily transactions are processed in a timely manner and all relevant approvals are in place for the transaction. Ensure compliance of all internal procedures and operational controls for risk management. Responsible for timely delivery and response for customer’s transactions/queries.

Strategy

Trade Business Risk Head is entrusted to ensure the Trade teams (front to back) in the Country operate in full compliance with all Country and Group policies as well as local regulatory requirements, though.

• Act as the voice, eyes and ears of the Head Trade Business Risk, Pakistan, for all matters related to Risk for the country.
• Co-ordinate and effectively communicate the implementation of new developments, regulatory initiatives and policy roll outs to impacted Trade staff and processes within the country.
• Effectively manage the entire Risk Management agenda for Trade Pakistan cluster, along with ensuring targeted Front to Back peer reviews, and the proactive rippling of peer review and audit findings.
• Responsible for ensuring that there is a framework in place for the timely identification, assessment, mitigation, reporting and escalation of Risk exposures for Trade in the Cluster- Pakistan. Assist in the identification and escalation of thematic and horizon risks and the implementation of appropriate controls to mitigate those risks. Be the ‘go-to’ person for the business with regards to the escalation of all operational risk-related incidents/queries/events that arise within the county.
• Ensure that the TB Conduct plan metrices are finalised. Support the stakeholders in terms of any inputs required related to the Conduct Plan/Conduct Metrices. If a Conduct Risk is identified unique to your cluster / country, communicate the same to relevant TB Cluster/country Heads to see feasibility for inclusion in the conduct plan.
• Oversee the effective design and execution of controls within the Cluster/county, including identification of gaps and remediation of issues, elevating residual risk where appropriate.
  
  

Business

Pro-active Risk Management

 Perform risk reviews and end-to-end process reviews in collaboration with the units and the GBS teams.

 Analyse process and explore the possibilities of automation and process reengineering/ enhancement on the ground where possible.

 Conduct Cluster/county governance reviews to ensure effectiveness and robustness of the country’s governance activities and control environment.

 Assist in the identification and escalation of thematic and horizon risks and the implementation of appropriate controls to mitigate those risks within the Cluster. Be the ‘go-to’ person for the business with regards to the escalation of all operational and other risk-related incidents/queries/events that arise within the Cluster/county.

 Ensure the country is always ready to handle any reviews and user understand the risk very well.

Key Responsibilities

Processes

Risk Identification and Control Effectiveness

 Responsible for supporting the unit in the timely identification, assessment, mitigation, reporting and escalation of all identified Operational Risks.

 Assist in identification of operational risk for new/amended products, projects, regulation, etc. and implementation of appropriate controls to mitigate those risks.

 Liaise with unit as required to ensure that Residual Risk Acceptance Requests (RRARs) are completed for material risks or control failures identified and passed to Operational Risk Officer (ORO) for review before submission to the relevant approving authorities and tabled at appropriate forums/committees.

 Assist the unit in the management and implementation of the ORF and other relevant OR-related initiatives, including ensuring proper functioning of embedded and periodic controls.

 Monitor the implementation, execution, and outcome of the Control Sample Testing (CST) process, results of any Key Risk Indicators (KRIs), and Key Control Indictors (KCIs) to ensure compliance with agreed control standards.

 Oversee risks in the risk tracking system (M-7) and responsible for ensuring the quality of information being recorded as well as ensuring data accuracy, completeness, and timely resolution.

 Determine effectiveness/ ineffectiveness of defined prevalent controls and control testing through independent validation.

 Review the ORF results and arrived on the action plan for reducing residual risk rating and mitigating repetitive failure /exceptions.

Loss Reporting and Investigation

 Support the unit in minimizing operational losses and issues, and ensure operational losses are investigated to prevent recurrence.

 Drive the root cause analysis discipline, validate the content before submission and track the treatment plans until closure. Ensure that significant operational losses are escalated with appropriate root cause review completed.

 Oversee the recording of operational errors that occur within the unit that result in financial losses, gains, near misses, or non-financial damage.

 Oversee and have a 2nd line view on the unit reconciliation monthly of all operational losses records in the risk management system versus GL entries to ensure that all losses / recoveries are correct and/or accounted for on both sources.

 Ensure units have obtained the relevant approvals for losses in line with delegated authorities granted.

Risk Management through Standardised MI

 Review, analyse and initiate actions in coordination with the respective unit based on Standard MI e.g. KRI, EMF, Reconciliation Scorecards, ORF Results, etc.

 Review weekly reports circulated by Central Team on issues and incidents logged in M-7 and ensure information on M-7 is kept up to date.

 Monitor whether COPMAN Controls adhered to, review the type of exceptions, and analyse with the team.

 Monitor/review COPMAN Controls through spot checks - management of exceptions and feedback to line managers.

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.