Regional Chief Human Resources Officer — Retail Bank

The mandate

A change in the economics of the sector has made urgent a regional operating-model shift requiring new leadership and workforce choices within a listed regulated universal or specialist bank. The immediate arena is the retail bank during a core-banking renewal. For mandate 075, 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 Human Resources Officer operating perimeter covers approximately US$55,100 million in loan and deposit book, with activity spanning several retail bank customer, product and delivery clusters rather than a single asset. The Regional Chief Human Resources Officer Banking remit carries direct influence over roughly 450 colleagues and third-party capacity.

The board and its investment committee want a Regional Chief Human Resources Officer who can convert ambiguity into a short list of explicit choices for the retail bank. The Regional Chief Human Resources Officer Banking seat must resolve a core-banking renewal, while preserving the underlying strengths of the retail bank. For mandate 075, value will come through sharper allocation, stronger leaders and an operating cadence that exposes variance early.

The Regional Chief Human Resources Officer’s first year on the retail bank is expected to end with leadership supply, workforce affordability and consistent employee relations. In mandate 075, authority covers resources and leadership appointments; material trade-offs go directly to the board sponsor.

Why this seat is open

This is a planned replacement for the Regional Chief Human Resources Officer — Retail Bank seat. The incumbent continues to lead the retail bank through an agreed succession period and will support a structured handover. The board has allowed 4–6 months to assess candidates, complete diligence and protect continuity while a core-banking renewal is addressed. The search is confidential so the transition can be communicated to employees, customers and partners in a controlled sequence.

What you will own

• Set the Regional Chief Human Resources Officer value-creation thesis for the retail bank, translate it into no more than five enterprise priorities and stop work that does not support them.
• Carry stewardship of approximately US$55,100 million in loan and deposit book, including allocation, risk acceptance and board forecasts.
• Lead the Regional Chief Human Resources Officer Banking organisation of about 450 employees and partners, appointing a team with clear decision rights and credible succession for every critical seat.
• Resolve the retail bank economics and execution constraints created by a core-banking renewal, with Regional Chief Human Resources Officer-approved owners, dated milestones and transparent escalation thresholds.
• Establish one Regional Chief Human Resources Officer operating review across commercial, customer, financial, people, technology and risk outcomes for the retail bank; remove reconciliations that obscure accountability.
• Have changed an executive structure and workforce economics while sustaining critical talent and employee relations in mandate 075.
• Build the Regional Chief Human Resources Officer’s three-year succession and capability plan for the retail bank, reducing dependence on individual executives and improving mobility across the wider Banking organisation.

The first 12 months

• Days 1–90: Validate the retail bank baseline, meet the 30 stakeholders most consequential to a regional operating-model shift requiring new leadership and workforce choices, 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 Human Resources Officer portfolio and organisation choices for the retail bank, 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 retail bank trend against leadership supply, workforce affordability and consistent employee relations, 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 Human Resources Officer’s agreed first-year retail bank value case within a 10% tolerance, with variance explained before rather than after the relevant quarter closes.
• A Regional Chief Human Resources Officer forecast that remains decision-useful across three consecutive quarters and reconciles the retail bank’s operating, cash, customer and people assumptions.
• Closure of the Regional Chief Human Resources Officer mandate’s highest-priority retail bank risk and execution issues by their board-approved dates, with independent evidence that fixes are sustained.
• Retention of at least 90% of critical retail bank talent and ready-now successors for at least 70% of the Regional Chief Human Resources Officer’s direct reports.
• A quantified Regional Chief Human Resources Officer-owned improvement in the retail bank operating constraint behind a core-banking renewal, supported by a clean baseline and named data owner.
• Clear stakeholder confidence in mandate 075: 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 CHRO, People Director or Business HR Vice President in a listed Banking or adjacent enterprise. In relation to the retail bank, your Regional Chief Human Resources 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 Human Resources Officer brief.

As a Regional Chief Human Resources Officer candidate, you bring 18–22 years of progressive Banking or adjacent-sector experience, consistent with the 18-22 experience band. At minimum, you have carried a P&L, book, budget or accountable portfolio of US$31,950 million and led an organisation of at least 325 people.

For mandate 075, the board wants two transitions: a difficult retail bank portfolio choice and a leadership-system change during a core-banking renewal. As the prospective Regional Chief Human Resources Officer for this retail bank, you must challenge optimistic cases and still create followership. References for mandate 075 must distinguish your contribution from the institution around you.

The Regional Chief Human Resources Officer must be based in New York; 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 CHRO, People Director or Business HR Vice President, with direct exposure to a board, investment committee or equivalent Banking governance forum.
• Proven Regional Chief Human Resources Officer ownership of at least US$31,950 million and leadership of no fewer than 325 employees in a comparable retail bank context.
• One completed Banking or adjacent-sector example of a regional operating-model shift requiring new leadership and workforce choices 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 Human Resources Officer-level retail bank consequences will not meet the bar.
• Willingness to meet the New York location expectation, complete conflicts and background diligence, and protect the confidentiality of mandate 075.

Compensation and terms

The anticipated Regional Chief Human Resources Officer package is US$320,000–420,000 base + annual incentive, calibrated to the final retail bank scope and the candidate’s current mix. Any long-term participation for mandate 075 follows standard vesting and performance conditions. The Regional Chief Human Resources Officer appointment in New York, centred on the retail bank, 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 075.

Confidentiality

To protect the board, incumbent team and candidate, the organisation remains unnamed until a confidential conversation confirms mutual relevance for mandate 075. The operating facts have been rounded and blended expressly to remove identifying signals for mandate 075.