Global Role Profile Template (GCB4 8)

Group
Entity:

HSBC Holdings

Role Title

Market Risk Control Manager Global Traded Risk

GHRS Job Code:
Control

New or Existing Role?

New

Role Profile Date:

22/02/2016

Existing

Current Global
Career Band:
Proposed Global
Career Band:

Role Holders Name

5
5

Line Managers 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

(Country/Department)

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 requirement
Assisting offshore team in coordinating and following up with sign off from Market Risk managers of respective
desks and/or regions.
Computation of Maximum Stressed VaR period, globally.

Ad hoc regulatory projects (Stress testing, FRTB, HPE etc)

Continuous process improvement

Principal Accountabilities: Key activities and decision making

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

Typical Targets and Measures

Global consistency and improved control framework

No operational incident

Ensure controls and continuity of risk monitoring activity

Meeting internal target dates to close

Support models efficiency and accuracy for capital requirement

requests from stakeholder

Improve existing infrastructure to deliver accurate, high quality and

Meeting internal and external
timely information
reporting deadlines

Deliver added value information to internal customers

Delivering enhanced reports and

Support meeting regulatory challenges

analysis

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
Traded Risk Change Delivery

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Strong interpersonal relationship

and communication skills
Proactive engagement through
open dialogue and transparency
on processes and controls
Addressing and resolving key
issues as and when they arise
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Global Role Profile Template (GCB4 8)

Leadership & 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
Effective teamwork with Market Risk Managers, Group Change, Risk
Methodology.

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

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Demonstrable team development

Positive feedback from offshore
Providing presentations and
milestones pitch to management
Positive feedback from main
stakeholders
Perceived as a trusted advisor
Meeting regular reporting
deadlines whilst avoiding a
degradation in internal controls
Review and follow up handover
protocols with offshore
Managed growth within offshore
resources capacity

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Major Challenges (The challenges inherent in the role that require a continual test of the role holders 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)

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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:

Indirect:

Total:

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
Personal Skill Requirements
Strong presentation skills to brief senior management on topics or summarise key information
Excellent interpersonal and relationship skills with customers, especially within high pressure periods

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

Off Shore
Manila

JP Kruger (Head of Agg

& Regulatory MI) (GCB
3)
Sourav Sen Gupta
(Manager) (GCB 4)

Regina Eunice
Jeremy Magpao
Veronica Somera
TBD

Bangalore
Abhiruchi S
Krishnamurthy
Satyan S
Neeraj D
Nasrin F
Rahul Sahu

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

Approvals (provide name & date approval received):

LOCAL:
(All Bands)
Immediate Line Manager:

REGIONAL:
(Bands 3+)
Regional Business Head:

GROUP:
(Bands 1+)
Group Business Head:

Business / Department Head:

Regional HR / Reward

Group Performance & Reward

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
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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 targets

Do not omit information on targets and goals

Outline expected levels of performance

Do 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 doesnt 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 HSBCs 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.

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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 jobholders duties in order of importance. These are the outputs
against which the jobholders success will be measured.
For clerical jobs, include the percentage of time spent on main activities (80%-100%). Dont include tasks
requiring less than 5% of the jobholders 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
HSBCs 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.

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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 Groups 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 profiles
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.

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