How do you develop and maintain a competent and diverse operational risk team and talent pipeline?

My operational risk profile focuses on identifying, assessing, and mitigating risks that could impact business processes. This includes internal controls, regulatory compliance, cybersecurity, and external events. I prioritize proactive risk assessments, implement strong mitigation strategies, and continuously monitor risk indicators to ensure operational stability and minimize disruptions to business continuity.

A utiliza??o das ferramentas existentes para o gerenciamento de risco operacional é fundamental para o seu adequado andamento, todavia existem duas quest?es estratégicas anteriores para que n?o se comprometa a atividade e o negócio. S?o elas: primeira, o apetite de risco do negócio com o envolvimento de todo senior management e conselho com as devidas formaliza??o de constitui??o e acompanhanto. Segundo: qual o papel da área de risco? Controle per si? Abordagem "Review and Challenge"? Será segunda linha de defesa mais próxima ao negócio? Sem a clareza dos dois aspecto anteriores as ferramentas ter?o uma fun??o meramente operacional e burocrática.

The operational risk profile is a representation of the risks an organization faces in its day-to-day operations. To define it effectively, it's essential to understand several key elements: 1. Identify risks specific to your industry 2. Analyze internal processes 3. Assess potential impact 4. Consider external risks 5. Document and communicate 6. Ongoing reevaluation

Reter talentos em gest?o de risco é sempre um grande desafio e na frente operacional eleva-se ainda mais. Sendo assim, um gestor deve prezar pela diversidade de vis?es, experiências profissionais e forma??es acadêmicas. Após isso, é fundamental o estabelecimento da cultura do "Credible Challenge" o qual todos podem e devem ser "desafiados" de maneira técnica e educada criando um ambiente de confian?a. A confian?a n?o somente aumenta a produtividade, mas abre espa?os para mostrar seus valores e buscar sanar incertezas. A pessoa pode sair da área, mas sempre dará uma referência do time a qualquer novo membro que chegar.

To recruit and retain diverse talent, I focus on inclusive hiring practices by widening sourcing channels and creating job descriptions that appeal to diverse candidates. I prioritize creating an equitable work environment, offering mentorship programs, and fostering professional development opportunities. Retention is achieved through a supportive culture, competitive benefits, and clear career growth paths that empower and engage all employees.

One example of an organization successfully implementing strategies to recruit and retain a diverse operational risk team is JPMorgan Chase. The company has actively embraced inclusive recruitment practices, including using diverse interview panels and outreach initiatives to attract candidates from various backgrounds. JPMorgan Chase also emphasizes the importance of an inclusive workplace culture through employee resource groups focused on diversity, equity, and inclusion. The company is committed to providing competitive compensation and benefits, offering flexible work arrangements, and supporting professional development opportunities for all employees.

To successfully recruit and retain diverse talent, consider implementing the following strategies: 1. Inclusive hiring practices 2. Equitable compensation and benefits 3. Flexible working conditions 4. Creating a supportive and respectful work environment By prioritizing diversity in your recruitment and retention strategies, you not only build a stronger, more innovative team but also position your organization to better manage the complexities of operational risk.

In my opinion, developing and empowering a team starts with providing them the right tools and training to grow both professionally and personally. Encouraging open communication and giving autonomy fosters trust and ownership, while regular feedback helps align goals. A supportive environment where collaboration is valued enables team members to feel confident, engaged, and motivated to contribute meaningfully to the organization's success.

Developing and empowering your team is equally important. Providing ongoing training and fostering a culture of autonomy and accountability allows team members to take ownership of their roles. Clear expectations, open communication, and recognizing achievements create an environment where the team can thrive and deliver on operational risk objectives effectively.

Developing and empowering a competent and diverse operational risk team involves strategic planning, diverse recruitment, and continuous training. Clearly define team objectives and implement mentorship programs to transfer knowledge. Foster an inclusive environment, encouraging open communication and recognizing achievements. Provide career development paths, conduct regular performance reviews, and actively engage in diversity and inclusion initiatives. Promote flexibility for work-life balance, creating a positive and empowering workplace. These efforts contribute to a skilled and motivated operational risk team, ready to navigate challenges and drive success.

The third step is to develop and empower your team so they can effectively fulfill their roles and responsibilities. This means providing them with the training, coaching, mentoring, and feedback necessary to enhance both their technical and soft skills, as well as their risk awareness and culture. 1. Provide training and development 2. Grant authority and autonomy 3. Facilitate collaboration and communication 4. Recognize and reward achievements By developing and empowering your team, you create an environment where each member is well-equipped and motivated to manage operational risks effectively, contributing to the overall success of the organization.

In my view, monitoring and evaluating team performance requires a balance of consistent observation and constructive feedback. I track key performance metrics, set clear expectations, and regularly review progress through one-on-one meetings. This helps address challenges early and recognize achievements. Continuous evaluation, paired with open dialogue, allows me to support their growth while ensuring alignment with overall team and company goals.

The fourth step is to regularly and systematically monitor and evaluate your team’s performance. This involves measuring and reporting on their outputs, results, and impacts in relation to your operational risk profile, strategic objectives, and organizational culture. It also means identifying and addressing any gaps, issues, or opportunities for improvement. 1. Measure Key Performance Indicators (KPIs) 2. Utilize Effective Monitoring and Reporting Tools 3. Conduct Regular Audits and Evaluations 4. Gather Feedback Through Surveys and Meetings 5. Identify and Address Gaps 6. Recognize and Reward Performance

In my opinion, fostering a learning and growth culture begins with encouraging curiosity and continuous improvement. I support my team by providing access to training, resources, and mentorship opportunities, creating an environment where learning is a priority. I also promote open dialogue, where feedback is shared constructively. By recognizing and rewarding growth efforts, I help build a culture where development is celebrated, and everyone is motivated to advance.

Building a talent pipeline involves identifying key skills, creating strong partnerships, and fostering an inclusive culture. Develop relationships with universities and industry groups to source talent early. Invest in internal training and offer clear career paths to retain and grow employees. Use technology to track candidates and ensure competitive compensation and benefits. Prioritize diversity and succession planning to ensure future leadership.

Skill Diversity and Continuous Development: - Foster a culture of skill diversity within the operational risk team by recruiting individuals with a range of expertise and backgrounds. Encourage continuous learning and professional development to keep the team abreast of evolving risk management practices, technologies, and industry trends. Proactive Talent Pipeline Management: - Develop a proactive talent pipeline by identifying potential candidates early on, both internally and externally. Implement mentorship programs, training initiatives, and networking opportunities to nurture emerging talent. Regularly assess the team's skill gaps and succession planning to ensure a robust and diverse talent pipeline for operational risk management.

Do you have a view of the different risks facing the organisation? Once you have that information, next is to look at who is going to be working on the mitigation plans for them. Different team members need to be involved in this process. If more resources are required then it is necessary to arrange a recruitment drive. The process needs to be focused on recruiting people based on the skills the person brings to the role and also can look at bringing on board people with diverse backgrounds. People within the team should be thrown challenges to solve and also be given different learning opportunities so that they feel motivated. How do you see this team grow both in the near term and longer term? Future plans need to be thought out as well