Human Resources > Analyst

Business Description

The HR function has responsibility for delivering all facets of Human Resources to Citi's worldwide businesses. With over 3000 HR employees working in a complex, global organization, Citi has a strong need for exceptional HR leadership. The HR function works in partnership with business leaders to ensure business results are delivered through Citi's employees attracting, retaining and developing talent.

What service do we provide to our clients?

Human Resources professionals drive the people management aspects of the overall business strategy by delivering superior : HR policy development, strategic HR advice, reward and retention programmes, management of employee relations, resourcing, learning and development and compensation and benefits.

HR Strategy Statement

We are a solutions oriented global team of Human Resources professionals. Our objectives are to:

• Recruit, develop and retain the best talent

• Ensure employees are fairly compensated based on their performance

• Design benefit and work/life programs that allow employees to manage their needs

• Promote diversity and community involvement as core to all we do

• Develop growth oriented leaders with global mindsets who operate locally in accordance with our Shared Responsibilities

How are we structured?

The HR function is organised into specialist and generalist areas that work together to provide a comprehensive world-class service to our clients.

• Generalists by business area and countries

• Compensation and Benefits

• Employee Relations

• Learning and Development

• Resourcing

• Talent and Diversity

Roles of an Analyst

Where can you rotate?

The aim of the rotations is to give you exposure into the various areas within HR. All areas within HR have rotational opportunities. Below is a brief explanation of what each area does:

Generalists by business area and countries:

HR generalists support the business on a wide variety of day-to-day activities and longer-term projects covering all aspects of the employment life-cycle. Generalists are the primary contact with the business and advise their clients on company policy, support learning and development activities, talent management and employee relations issues. In addition, generalists will work to on specific projects with their client group that focus on delivering business results through our employees, for example, improving employee satisfaction by collating and analyzing employee feedback, or implementing innovative ways to encourage optimal performance. Every employee in the organisation has an HR Generalist (there is even HR for HR!).

Compensation and Benefits:

Work with business managers and HR generalists to develop Citi's compensation and benefits strategy to ensure that every employee is fairly compensated for their work based on their performance and that Citi has a best in class benefits package

Employee Relations

Their role is to develop innovative employee policies and procedures which comply with the legislative framework and enhance Citi's employer of choice status

Resourcing:

Their role is to ensure Citi attracts and selects the best people, at graduate and professional levels, from diverse backgrounds, who share our values and enable us to meet our business growth targets

Learning and Development:

Work with business managers to identify training and development needs which will enhance employee performance and ensure businesses deliver on their to ensure that their training and development needs of their team are identified and fulfilled appropriately

Talent and Diversity

Their role is to ensure that Citi is an inclusive employer and creates an environment where employees feel that as an organisation we are a better place to work for all people, no matter what their gender, ethnicity, sexual orientation, age etc. 

Roles a HRMA may undertake

As mentioned above, HRMAs will undertake both generalist and specialist rotations. Below are examples of the type of work you might be involved in during rotations in both Generalist and Specialist areas:

Generalist

• Part of the generalists role is working with business managers and HR compensation specialists to develop the compensation strategy. An annual compensation review is conducted in the last quarter of the year. During this process, it is very important to work closely with managers to ensure employees are fairly compensated based on their individual performance, which is assessed against Citi's shared responsibilities, and linked with the overall performance of the company.

• Employee Satisfaction: Every year Citi employees complete an employee satisfaction survey. Generalists are involved in analyzing the results from the survey and advising business leaders on appropriate action planning to make recommendations for change and implement them. On a day-to-day basis, HR generalists are the primary point of contact for the business and provide advice on managing any HR issues hat arise within their business.

• Citi is a global business and Generalist across the EMEA region need to communicate and co-ordinate with their HR colleagues based in other countries across the EMEA region and globally. This co-ordination is critical to ensure that Citi's approach to employees in terms of compensation, performance management, recruitment and many other HR processes are consistent. Consequently, strong communication and relationship building skills are essential. The opportunity to work across multiple countries and regions adds to both the variety and complexity of the Generalist role and requires the ability to consider how HR policies and practices can be implemented across different legislative frameworks and cultures. It is a very interesting part of a generalist's job to be involved with the different countries as it means you consider HR from a non-UK perspective and makes you think about issues from many facets as different countries have different policies and practices.

Specialist

• Graduate Recruitment: University Relationships - In order to ensure Citi's position as an employer of choice within the graduate recruitment market, it is important to maintain strong relationships with university careers service to ensure prospective applicants obtain all the information they need about Citi's graduate opportunities. Each recruiter within the Graduate Recruitment team will have several relationships with different universities across the EMEA region. It is the recruiters' responsibility to with input from business leaders involved in graduate recruitment to define the recruitment strategy at each university and ensure Citi is advertised and marketed to students. Recruiters will include sponsorship of student societies within their strategy and select societies to sponsor to allow Citi to reach out to students across the campus from diverse backgrounds.

• Employee Relations: UK Ethnicity Audit - This project involves collating demographic data specifically related to the ethnicity of the Citi UK employee population in order to fully understand the ethnic diversity within our workforce and compare this with other organisations and the general population. This analysis helps us further align our diversity and equal opportunity strategies with the demographics of our workforce. Conducting this type of audit, ensures that Citi develops HR policies, procedures and initiatives that fully represent the workforce and allows us to participate in benchmarking exercises such as Business In The Community and Race For Opportunity, which highlight the best diversity practices of leading organizations.

• Learning and Development: Training Needs Analysis - This involves meeting with managers from a particular business area to discuss the training needs of their team, which will be linked to the skills and expertise required to deliver on their business objectives. Prior to the meeting, I would familiarise myself with the organisation chart for the team, paying particular attention to the levels of seniority. I would also look at each team members training history to determine what training solutions are currently being utilized by the team and what other options they could consider. I would ensure that my understanding of their business was sound and that I was aware of the challenges and issues they might face. Based on this information and any further insights that the managers may offer, I would advise them on the most appropriate training solutions for their employees. If we identify the need for a course that we do not currently offer within our suite of training curricula, I would draw on the expertise of colleagues in the Learning and Development team to either develop a course 'in-house' or to engage a suitable external vendor to delivered the required solution.

Our Programmes

Human Resources… In simplest terms

Citi's Human Resources function plays a key role in attracting, retaining, and helping develop it's human capital, that is our employees, throughout the organization. The HR function in Citi comprises of generalists who are aligned to each business area within Citi and specialists, who work with the generalists and their business partners to drive the Human Resources strategy through several key areas: recruitment, learning and development, compensation and benefits, employee relations and talent and divesity among others. In short, Citi's Human Resources professionals provide outstanding people with the best opportunity to realise their potential.

Full Time Programme Overview

The Human Resources Analyst Programme supports and commits to your future development. We provide the resources but you must direct your energy and intellect to make the most of the opportunity.

The programme is designed to provide Citi businesses with a pipeline of diverse, mobile and intensily trained HR professionals. The 30 month programme has a rotational structure and provides you with the opportunity to work within different areas across the organisation.

By the time you complete the programme, you will have a broad knowledge of Citi as a whole. You will gain experience of Citi Human Resources from a number of vantage points and receive intense training. Ongoing development, coaching and networking opportunities are available throughout the programme to ensure a solid and successful career.

Upon successful completion of the programme, you will graduate into a full time position within an HR business function, where you will continue to learn and grow whilst supporting the goals of your business unit. Your professional development will continue to be tracked throughout the duration of your career at Citi.

Summer Internship Programme Overview

For summer interns that are based in the London office, the Summer Internship Programme runs for 10 weeks from the end of June.

You will start the Internship with an induction to Citi along with 200+ Summer Analysts joining Citi Markets and Banking divisions in London. We provide a three-day induction and training programme to teach you the basics before you join your teams. The initial training covers a review of important processes that you should know as a new employee and an Introduction to Corporate and Investment Banking, where you will have the opportunity to engage in interactive trading simulations and portfolio management. You will also attend specific business presentations.

Throughout the summer we will continue to provide you with training and networking opportunities to make sure you gain an in depth knowledge of the whole of Citi. These events include a weekly Business Presentation series, lunch with senior managers, and various intern-wide social events. A buddy will be also allocated to you to give you an informal advice and support network over the summer with us.

Who we are looking for

A potential applicant will need to demonstrate:

• Passion and commitment to develop a career in HR

• Strong academic performance

• Enthusiasm to learn about the wide range of roles within HR

• Solid problem solving skills

• Ability to think creatively

• Effective communication, interpersonal and relationship building skills

• The ability to work independently and in a team environment

• A client focus approach

• Leadership potential

• Resilience to work in a challenging environment

• Ethics, integrity and responsibility

Recruitment Process

The closing date for full-time applications is the 8th December 2007

Below is an outline of the recruitment process from application received to offer:

Stage 1: Application is reviewed by the Graduate Recruitment Team and the Business

Stage 2: First round interviews.

               Two 1:1 competency based interviews  

Stage 3: Further screening by business 

Stage 4: Assessment Centre

               Two 1:1 competency based interviews

               Written Case Study Analysis, Numerical Test & Group Discussion 

Stage 5: Offer extended by the Graduate Recruitment team; follow up by the Business

The closing date for summer internships applications is the 31st January 2008

Below is an outline of the recruitment process from application received to offer:

Stage 1: Application is reviewed by the Graduate Recruitment Team

Stage 2: Assessment Centre

               Two 1:1 competency based interviews           

               Written Case Study Analysis, Numerical Test & Group Discussion

Stage 3: Offer extended by the Graduate Recruitment Team; follow up by the Business

Where

The majority of positions will be based in London.