Regional Chief Executive Officer — Wealth Division

The mandate

A recent strategy review exposed redefinition of the regional portfolio after uneven market performance within a privately held regulated universal or specialist bank. The immediate arena is the wealth division during asset-quality pressure. For mandate 072, the successful executive inherits decisions that have been deferred, competing stakeholder expectations and a need to establish facts before committing further capital.

The Regional Chief Executive Officer operating perimeter covers approximately S$59,150 million in loan and deposit book, with activity spanning several wealth division customer, product and delivery clusters rather than a single asset. The Regional Chief Executive Officer Banking remit carries direct influence over roughly 1,500 colleagues and third-party capacity.

The board and its investment committee want a Regional Chief Executive Officer who can convert ambiguity into a short list of explicit choices for the wealth division. The Regional Chief Executive Officer Banking seat must resolve asset-quality pressure, while preserving the underlying strengths of the wealth division. For mandate 072, value will come through sharper allocation, stronger leaders and an operating cadence that exposes variance early.

The Regional Chief Executive Officer’s first year on the wealth division is expected to end with profitable regional growth and sharper market choices. In mandate 072, authority covers resources and leadership appointments; material trade-offs go directly to the board sponsor.

Why this seat is open

This is a newly created Regional Chief Executive Officer — Wealth Division seat, established because asset-quality pressure now requires one accountable executive rather than distributed ownership. The board has classified the appointment as urgent and intends to move from qualified shortlist to offer within 6–8 weeks. Interim governance protects the wealth division, but it is not a substitute for a permanent appointee. The external search remains confidential to avoid unnecessary disruption before the appointment is agreed.

What you will own

• Set the Regional Chief Executive Officer value-creation thesis for the wealth division, translate it into no more than five enterprise priorities and stop work that does not support them.
• Carry stewardship of approximately S$59,150 million in loan and deposit book, including allocation, risk acceptance and board forecasts.
• Lead the Regional Chief Executive Officer Banking organisation of about 1,500 employees and partners, appointing a team with clear decision rights and credible succession for every critical seat.
• Resolve the wealth division economics and execution constraints created by asset-quality pressure, with Regional Chief Executive Officer-approved owners, dated milestones and transparent escalation thresholds.
• Establish one Regional Chief Executive Officer operating review across commercial, customer, financial, people, technology and risk outcomes for the wealth division; remove reconciliations that obscure accountability.
• Show personal ownership of a whole-enterprise choice involving capital, customers and leadership, not merely sponsorship of a functional programme in mandate 072.
• Build the Regional Chief Executive Officer’s three-year succession and capability plan for the wealth division, reducing dependence on individual executives and improving mobility across the wider Banking organisation.

The first 12 months

• Days 1–90: Validate the wealth division baseline, meet the 30 stakeholders most consequential to redefinition of the regional portfolio after uneven market performance, assess the leadership team, stabilise immediate delivery risks and agree a board-owned scorecard with explicit decision gates.
• Months 4–9: Make the principal Regional Chief Executive Officer portfolio and organisation choices for the wealth division, install the new operating cadence, fill critical leadership gaps and deliver the first measurable release of cash, capacity or customer value.
• Months 10–12: Demonstrate a repeatable wealth division trend against profitable regional growth and sharper market choices, lock the following year’s capital and talent plan, evidence control sustainability and present a credible three-year value case with downside actions.

What the board will measure

• Delivery of the Regional Chief Executive Officer’s agreed first-year wealth division value case within a 10% tolerance, with variance explained before rather than after the relevant quarter closes.
• A Regional Chief Executive Officer forecast that remains decision-useful across three consecutive quarters and reconciles the wealth division’s operating, cash, customer and people assumptions.
• Closure of the Regional Chief Executive Officer mandate’s highest-priority wealth division risk and execution issues by their board-approved dates, with independent evidence that fixes are sustained.
• Retention of at least 90% of critical wealth division talent and ready-now successors for at least 70% of the Regional Chief Executive Officer’s direct reports.
• A quantified Regional Chief Executive Officer-owned improvement in the wealth division operating constraint behind asset-quality pressure, supported by a clean baseline and named data owner.
• Clear stakeholder confidence in mandate 072: no unresolved high-severity escalation older than 30 days and no material surprise withheld from its agreed governance forum.

The person

You are currently a Regional CEO, Area President or multi-country Business Head in a privately held Banking or adjacent enterprise. In relation to the wealth division, your Regional Chief Executive Officer track record includes a transition where the original plan was no longer sufficient; you can explain your choices, evidence and numerical impact. Candidates from financial services, payments, lending, insurance or regulated fintech will be considered where the operating model, customer stakes and governance intensity match this Regional Chief Executive Officer brief.

As a Regional Chief Executive Officer candidate, you bring 28+ years of progressive Banking or adjacent-sector experience, consistent with the 28-plus experience band. At minimum, you have carried a P&L, book, budget or accountable portfolio of S$34,300 million and led an organisation of at least 1,050 people.

For mandate 072, the board wants two transitions: a difficult wealth division portfolio choice and a leadership-system change during asset-quality pressure. As the prospective Regional Chief Executive Officer for this wealth division, you must challenge optimistic cases and still create followership. References for mandate 072 must distinguish your contribution from the institution around you.

The Regional Chief Executive Officer must be based in Singapore; international relocation is supported, but this Banking role is not designed as a remote appointment.

Non-negotiables

• Current or recent accountability at the level of Regional CEO, Area President or multi-country Business Head, with direct exposure to a board, investment committee or equivalent Banking governance forum.
• Proven Regional Chief Executive Officer ownership of at least S$34,300 million and leadership of no fewer than 1,050 employees in a comparable wealth division context.
• One completed Banking or adjacent-sector example of redefinition of the regional portfolio after uneven market performance with outcomes sustained for at least two reporting periods after the initial intervention.
• Sector credibility from financial services, payments, lending, insurance or regulated fintech; experience that is purely functional and lacks Regional Chief Executive Officer-level wealth division consequences will not meet the bar.
• Willingness to meet the Singapore location expectation, complete conflicts and background diligence, and protect the confidentiality of mandate 072.

Compensation and terms

The anticipated Regional Chief Executive Officer package is S$700,000–950,000 base + annual incentive and LTI, calibrated to the final wealth division scope and the candidate’s current mix. Any long-term participation for mandate 072 follows standard vesting and performance conditions. The Regional Chief Executive Officer appointment in Singapore, centred on the wealth division, offers regular exposure to the board and its investment committee. A notice period of up to 6 months can be accommodated for the selected executive in mandate 072.

Confidentiality

Client identity is withheld at this stage and will be disclosed under mutual confidentiality after an initial fit discussion for mandate 072. Rounded ranges and blended context prevent this document from being used to triangulate the organisation for mandate 072.