Issue Management Senior Analyst

The Business Risk Senior Analyst is a seasoned professional role. Applies in-depth disciplinary knowledge, contributing to the development of new techniques and the improvement of processes and work-flow for the area or function. Integrates subject matter and industry expertise within a defined area. Requires in-depth understanding of how areas collectively integrate within the sub-function as well as coordinate and contribute to the objectives of the function and overall business. Evaluates moderately complex and variable issues with substantial potential impact, where development of an approach/taking of an action involves weighing various alternatives and balancing potentially conflicting situations using multiple sources of information. Requires good analytical skills in order to filter, prioritize and validate potentially complex and dynamic material from multiple sources. Strong communication and diplomacy skills are required. Regularly assumes informal/formal leadership role within teams. Involved in coaching and training of new recruits Significant impact in terms of project size, geography, etc. by influencing decisions through advice, counsel and/or facilitating services to others in area of specialization. Work and performance of all teams in the area are directly affected by the performance of the individual.

Responsibilities:

• Ensure accurate and timely delivery of key changes to the business by leading Global Change Management (GCM) process
• Creating and managing end to end calendar with critical steps, dependencies and dates
• Hosting kick-off calls with change owner to gather stakeholders, begin impact assessment and identify leads from each functional group to be part of the project
• Help change owners craft clear messages that address all stakeholder questions (including Legal & Compliance)
• Build and develop partnerships with potential initiators/ change owners, channel leads and stakeholders by:
• Provide ongoing 1:1 consultative training to change owners on both process and tools during the course of their GCM, as well as provide general training to raise awareness of GCM process
• Facilitate and lead cross-functional meetings
• Assist in awareness campaigns and communications of Global Change Management objectives, process
• Develop analytics and reporting to track effectiveness of process and identify potential process improvements
• Contribute to developing enhancements of Work Flow Management tool
• Provide thought leadership in continually reviewing process and identifying improvements
• Has the ability to operate with a limited level of direct supervision.
• Can exercise independence of judgement and autonomy.
• Acts as SME to senior stakeholders and /or other team members.
• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency.

Qualifications:

• 5-8 years Project Management experience in financial services, control compliance or legal disciplines
• Experience with work-flow systems
• Excellent project management and organizational skills.
• Outstanding relationship building and relationship management skills
• Consistently demonstrates clear and concise written and verbal communication skills
• Proficient in Microsoft Office with an emphasis on MS Excel
• Self-motivated and detail oriented

Education:

• Bachelor’s/University degree or equivalent experience

Human Resources (“HR”) is responsible for the development and delivery of core HR programs including:  sourcing qualified talent; assisting managers to apply effective employee selection practices; establishing appropriate terms and conditions of employment; developing effective new employee on-boarding; training employees; assessing employee job performance and talent; developing manager leadership capability; succession and resource planning; measuring employee sentiment; escalating and/or investigating potential employee misconduct and mechanism for employee corrective action; developing strategies to discontinue employment, as well as maintaining market competitive compensation, benefits and recognition programs intended to reward good performance and retain talented employees.  Many of these programs, processes, underlying data, and associated requirements are highly regulated, governed by policy and attract substantial legal, operational and strategic risk.  

The HR Control & Compliance organization is responsible for establishing frameworks with respect to both the identification and management of human capital risk, as well as organizational control and compliance strategies and programs.  This includes the definition of risk appetite, the development of compliance and risk management strategies, as well as the identification and assessment of new and changing sources of risk.

The Mexico Issue & CAP Analyst is responsible for the development and execution of this framework, including:

Issue Management: 

o   Manage the development and execution of procedures intended to evaluate, capture, track, monitor completion and validation of and report against regulatory Corrective Action Plans (“CAPs”). 

o   This also includes the development and oversight of guidelines for the proper construction of issues, CAPs and CAP closure documentation / evidence, as well as procedures for the escalation of self-identified issues (“SIIs”) and CAPs not meeting identified objectives within committed timeframes to drive the recognition of Internal Audit (“IA”) issues as Issues Being Addressed by Management (“IBAMs”) or Escalated Control Issues (“ECIs”) and the effective remediation of issues in a timely manner.

o   Heavily involved in short- to long-term planning of corrective actions for complex issues with a regulatory component across the HR function globally.

Relationship Management: 

o   Serve as the primary point of contact for Internal Audit (“IA”), Operational Risk Management (“ORM”) and Independent Compliance Risk Management (“ICRM”) throughout the validation of issues raised by regulatory authorities, IA or the second line of defense.

Relationship Management: 

Serve as the primary point of contact with Regional HR Functional / Product Leaders and various Business / Function Control Units.

Other significant responsibilities:

o   Contributes to strategic direction of the HR Control & Compliance function, which may include reporting methodologies, organizational design and effective positioning.

o   Uses excellent communication, leadership and strong management skills to influence a wide range of internal audiences including respective product, function, or regional executive management partners and external audiences including regulators and external auditors. Frequently engages in both internal and external negotiations, which will have a major impact on the function, and possibly on the HR organization as a whole.

o   The timely delivery of high quality, value-added multiple concurrent deliverables on time and to specification, with high attention to detail. 

o   Possesses a broad and comprehensive understanding of multiple HR disciplines and of various policies and standards, as well as areas of high-risk: conduct risk, project/program management, or third-party management.

o   Develops approaches to promote knowledge sharing and promulgate management best practices across HR Control & Compliance and the Global HR Function.

o   Delivers cost effective and efficient management of agile teams and engagements. 

o   Ensures HR meets/exceeds the requirements and expectations of Citigroup's regulators.

o   Works closely and collegially with Internal Audit and with line management and control functions to ensure efficient and effective provision of independent audit assurance.

o   Collaborates across businesses and functions to improve the identification, quantification, measurement, management, reporting and controls in governance, risk management and internal control environments.

o   Actively supports and drives the Independent Compliance Risk Management Transformation Program and HR’s management efforts for a “Strong” control function.

Qualifications:

- Fluent spoken and written English.

- Bachelor’s Degree in finance, accounting, auditing related field or equivalent work experience, education, and / or training, Master’s Degree preferred.

- Over 5 years of experience in Internal/External Audit (preferred) and/or Risk Management.

- Experience in HR related legal / regulatory and compliance programs or Internal/External Audit highly preferred, with specific subject matter expertise and a strong business understanding of risks, controls and issues within Human Resources.

- Advanced Microsoft Excel user with experience preparing crisp, clear and beautifully designed PowerPoint presentations.

- A self-aware, self-confident individual who has well developed listening skills, and a strong ability to engage a group of accomplished business unit heads by providing proactive advice on a variety of matters while carefully balancing the independent requirements of the function.

- Effective negotiation skills, a proactive and 'no surprises' approach in communicating issues and strength in sustaining independent views. 

- Experience analyzing complex problems and translating them into short, clear and crisp issue, root cause and consequence statements and action plans. This individual must be an articulate and effective communicator, both orally and in writing, with an energetic, charismatic and approachable style.

- Strong interpersonal skills for interfacing with all levels of internal and external audit and senior management.

- Strong leadership skills with a proven record of accomplishment of making a positive impact on the organization.

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Citi is an equal opportunity and affirmative action employer.

Qualified applicants will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

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