Chris Van Graan Email & Phone Number

Morden, Gb

London, Gb

HR and business transformation engagement focused on post-acquisition business and cultural integration. Leading on TOM and leadership structure design with overall responsibility for organisational development. Responsible for the design and implementation of a new HR TOM, process reengineering and the introduction of technology solutions in support of the organisations drive to operational excellence. Core member of the organisation’s Executive team responsible for the strategic management of the organisation holistically. The role is diverse with a healthy mix of hands-on activity mixed with strategic consulting and leadership provision requirements.

Addison, Tx, Us

Credera is a people first consulting firm focused on strategy, transformation, data, engineering and cloud.A very hands on interim Head of HR role with the remit to manage a BAU HR team through a period of change. Within this role I was tasked to analyse the current HR TOM (structure, systems and processes) which led to the design and implementation of a new HR TOM. I was further responsible for supporting the CPO in changing the organisation's approach to performance management (system and process) and reward (philosophy and ownership). More recently I've been supporting the CPO and the Board through organisational transformation activities linked to structure and cost reshaping.

London, Gb

As Regional Head of HR Transformation I was responsible for all HSBC Group driven transformation activities across EMEA, UK and the Global Service Centres (India & China) with a specific focus on;- Transformation Leadership - Provided a consolidated view and oversight of HR Transformation initiatives across my regional remit.- Change Delivery (Change and Implementation lead, Programme Management, Project Management etc). - Change Management - Design and management of change management approaches and plans, including impact assessments, impact mitigation, facilitating buy-in and determining change readiness.- Stakeholder Management - Engagement with multiple stakeholder parties including vendors, IT, Comms, Compliance, HR, Business Sponsors, Employees and People Managers.- Governance - Providing guidance and support to ensure robust HR Change governance structures were in place and adhered to. Key deliverables - Led and supported in the development and delivery of regional and country change initiatives across multiple workstreams, locations and functions. Examples of the change initiatives are SuccessFactors implementation, for legacy countries (payroll and time off), HR Mobile App, the rolling out of an AI driven talent development platform, offshoring of HR service centres to align to the global TOM and various projects related to regulatory and TOM alignment.

London, Gb

HR Transformation - EMEA Programme Lead - Responsible for regional change and implementation teams and activities across EMEA for a global SAP / ServiceNow implementation which at the time was the largest implementation of its kind in the Financial Services industry - transforming HR and Payroll functions, standardising technology and data, streamlining processes processes and unwinding customisation and siloed thinking across 8 regions, 65 countries and 16 service functions.

London, Gb

As Interim Head of HR for the UK Private Bank I am responsible for setting and delivering the UK Private Bank’s people plan and initiatives in partnership with the CEO. In this role I also support the global Chief of Staff function across various locations (US, UK, Channel Islands, France, Germany, Switzerland, Hong Kong and Singapore). I oversee a team of HR Generalists locally in the UK and coordinate Chief of Staff HR activity across the foregoing locations.

London, Gb

The Global Technology Services (GLT) organisation within HSBC is largely focused on software development and implementation management across the whole of HSBC. The GLT employs circa 13,000 employees across India, China, Brazil, Malaysia, Canada and Poland.Setting, shaping and delivery of the global people agenda in support of the business strategy.Setting the overall business strategy and direction for the organisation as a leader on the Executive Committee.Drive and deliver against a change agenda focused on organisational design, location strategy, capability development, talent acquisition and talent management.Multimillion USD budget responsibilityOperational accountability for a HR team of 80 people spread across mainly India, China, Brazil and Malaysia.Line manager responsibility for Country Heads of HR.Risk management

London, Gb

Creation of an internal consultancy capability to assist in all types of change initiatives with an impact on people. Key consultancy areas are;Organisational DesignChange Management – Planning, execution, communication and embedding of changeProject and Programme ManagementProvision of HR SME knowledge in support of change initiatives Thought leadership – advisory service, knowledge transfer and developmentExamples of change initiatives worked on and delivered;Design and development of KYC capability globally – utility creationDesign and implementation of components of the Global Markets middle office organisation for the HSBC Investment BankDesign and implementation of a business line centered client onboarding target operating model.Design and development of an alternative sourcing function within the HSBC Investment Bank.Numerous outsourcing, near-shoring and offshoring activities.Lead HSBC HR response to numerous RFP activities.

London, Gb

Responsible for the day to day management of the UK HR team and its deliverables. HR transformation played a critical part in this role, having to manage the UK HR team through a HR TOM implementation focused on HR Shared Service creation globally across HSBC.

London, Gb

Senior global strategic HR Business Partner to the Global Functional Heads of COBAM (client on-boarding and account maintenance), GDS (Global Data Services) and various long term change programmes by; Determining and driving the People Strategy in line with business need and key business drivers. Providing pro-active consistent management support to ensure career development, succession planning, consultative support and development strategies attract, develop and motivate the very best employees. Providing advice and guidance to employees and senior management on the interpretation of HR policies for complex issues. Co-ordinating current and future resourcing needs, including implementing related strategy development and hiring decisions. Co-ordinate and review all annual HR processes (i.e. performance management, reward etc). Design, plan and implement reorganisations and people transformation initiatives. Manage HR risk. Reviewing and facilitating changes to target operating models where appropriate.

Worldwide, Oo

Gb

Ba Hons Industrial Psychology, Industrial And Organizational Psychology

Bachelor Of Social Science, Industrial And Organizational Psychology