Corina Maricas

Collaborate with the leadership team to develop and implements strategic initiatives related to people and org:

Drive the BIR location Strategy

Review and challenge of the Target Operating Model. manage headcount, open requisitions, hiring, etc

Set up the monthly Management Information Pack ( mini QBR) to facilitate and drive change for BIR organization

Manage the Staffing Adequacy Tool for BIR to help determine the optimal allocation of resources to meet current and future demands

Oversee budgeting, forecasting to ensure sound financial planning and resource allocation. Optimize the $ amount spent by standardizing the SCO market data model

Manage travel, training, market data budget

Monitor progress on strategic objectives and provide regular updates to leadership: executive scorecard, BIR quarterly achievements

Design and implement the Credit Officer Attestation process across BIR

Develop and execute on HR solutions and project plans, as well as, manage and track project deliverables in support of the transformation for IRM- WCR.
• Participate in both the first and/or second line function as well as HR and HR transformation work streams as the HR expert representing and owning key HR activities within both pillars
• Understand the human capital implications of the target state plans within each Function and help design and drive the action plans in partnership with the HR Advisory teams
• Partner closely with HR Advisor teams, Corporate HR practice leaders and the business as needed to develop and execute short and long-term talent / staffing strategies
• Partner with Enterprise Transformation and the Program Group Leads as well as Organization PMOs to achieve expected levels of sustainability to meet regulatory expectations, reduce risk, address article, gaps and to pass Internal Audit validation
Lead interaction with Internal Audit including agreement on closure criteria, preview of closure material and questions

EMEA Reward role within Risk, ICRM and Investor Services, Equities, Commodities and GIS taking accountability for the execution of the EMEA reward strategy and reward policy, ensuring alignment with the EMEA and Global HR Support the development and maintenance of the salary and total compensation benchmarks and liaise with Business stakeholders and HRAs to ensure consistency.
• Manage the annual compensation review process to determine salary changes and bonus payment and support business communication by providing relevant communication toolkits and talking points. Partner & advise the relevant Business Stakeholders on reward issues, providing expertise and consultancy advice.

• Provide comprehensive and strategic HR partnership to the Senior Business Stakeholders.
  • Lead business and HR projects/initiatives including organizational efficiency reviews, high potential development programs, ongoing diversity initiatives, talent reviews, succession planning, annual performance management process, year-end activities including promotional process and compensation.
  
  • Identify/suggest solutions to better align people resources with business strategy (right people in right jobs and right locations); facilitate organization change as required by the business.
  • Coordinate the sales network conversion process from Consumer Finance lending model to Wealth Management/Private Banking model
  • Coordinate the HR Due Diligence for selling Consumer Business to Raiffeisen
  • Work closely with the M&A Citi Team to ensure 100 % cover of: policies, benefits, payroll budgeting, TUPE
  • Coordinate the HR Due Diligence for acquiring SFS business from ING under TUPE