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Head of Portfolio Planning - Director
SUMITOMO MITSUI BANKING CORPORATION
Source: Headcount Labs · original listing ↗
Job data: Headcount Labs, ODbL 1.0. Job descriptions belong to their employers.
Source date: 11/9/2026
About this role
SMBC: A trusted partner for the long term Here at SMBC Group, we want to help you find the next step in your career so read on to discover if this opportunity is the one for you. We like to recognise potential in our people, so we welcome your application even when your experience doesn’t perfectly align with the job description. Whilst we’ll always strive to be better, we’re proud of our inclusive culture, and encourage our applicants and colleagues to be their authentic, unique selves. Who we are United by a sense of purpose towards our customers – to be a trusted partner for the long-term – and our universal banking platform in EMEA, SMBC Group has an international growth agenda and award-winning products, meaning we provide exciting opportunities to work on a diverse range of projects and initiatives. We deliver a full suite of corporate finance products and solutions to our customers as well as investment banking and advisory services, and a range of innovative solutions in global capital markets. Read on to find out how you could enhance your skills and gain valuable experience, by joining us to support our clients transition to a sustainable future. Purpose of Job Lead the Portfolio Planning team providing holistic strategic oversight and visibility across the EMEA change portfolio. Provide a clear narrative on delivery progress against strategy enabling informed investment decisions, effective resource allocation and robust risk management. Oversee the TCMG change portfolio, including demand management, prioritisation of projects and programmes, portfolio monitoring, executive reporting including financials. Lead multi-year planning for EMEA Transformation & Change Management Group, connecting strategic outcomes, regulatory and risk priorities, project demand, budget, capacity and headcount. Act as partner to support the Head of EMEA Transformation & Change in translating strategic direction into a clearly executable transformation plan, coordinating with programme pillar leads to align business priorities with the change agenda. Support Head of TCMG in driving leadership priorities, operating cadence, governance and follow-through to ensure the right change is delivered for the Bank. "The anticipated salary range for this role is £108,000-£162,000, with the final offer determined based on the candidate’s skills, experience, role scope, location, and relevant market factors. In addition to base salary, the role may be eligible for a discretionary incentive award and a competitive benefits package, including core benefits such as pension provision." Background The Transformation and Change Management Group (TCMG) provides the SMBC enterprise professional project, programme and portfolio management (P3M) resource and expertise to the organisation. It was established as an independent, centralized business function operating at a strategic level to provide enterprise-wide oversight, standards and delivery of change. The oversight function includes governance, guidance, best practices, mentoring and up-skilling project managers from other departments and BAU staff. Implementation of a standard enterprise-wide project framework including tools, templates and standardized processes. The aim is that TCMG ensures strategic alignment between business objectives and projects executed. TCMG is also a resource centre/ centre of excellence. It is comprised of professionally qualified project, programme and change managers, business analysts and junior analysts. These are divided into multi-disciplinary teams with report lines to a Team Lead. Portfolio Planning Provide holistic oversight and visibility across the EMEA change portfolio to enable informed decision making, prioritisation, and optimisation of key initiatives, ensuring effective budget / resource allocation and risk management Facts / Scale • Successful design and delivery of the Transformation & Change Portfolio is expected to be a business-critical activity and key to delivering the strategic objectives of SMBC EMEA and the mid term management plan (MTMP). • The scale of the Transformation & Change Portfolio will vary over time, currently there are 39 programmes / projects (29 active) with an estimated budget of c. USD 150 million per annum • The Transformation & Change Management Group consists of c.80 FTE, of which 5 FTE Portfolio Planning Accountabilities and Responsibilities Strategic Business Planning • Lead annual planning cycle, aligning portfolio investments with business objectives, co-ordinating across various teams involved in the delivery of Change and Transformation. Own the multi-year financial (spend and benefits) • Provide insights and analysis to inform prioritisatiand enable senior management decision making • Act as a trusted advisor to senior leadership on portfolio health and optimization opportunities. Executive Reporting & Governance • Manage delivery of high-quality executive reporting (Board / RiskCo / GSGM / Transformation Committee) on portfolio performance, change agenda progress, and strategic alignment. • Lead Transformation governance forums with insights, and recommendations to inform decision-making. • Planning tooling and processes: development of planning tools and processes to ensure efficiency and transparency • Ensure transparency and traceability of decisions Change Demand & Portfolio Oversight • Manage the intake, triage, and prioritization process for change initiatives across the business. • Maintain a clear view of demand vs. capacity and ensure alignment with strategic priorities. • Collaborate with delivery leads to monitor progress, risks, and interdependencies across the portfolio. Budget & Resource Management • Manage the end-to-end portfolio budget, including forecasting, tracking, and variance analysis. • Oversee team-level expense management and headcount planning in alignment with demand • Partner with Planning, IT & Finance to ensure accurate and timely reporting of financials and resource • Headcount management: providing a consolidated view of headcount requirements across IT and non-IT for the purpose of robust budget management, prioritisation and identification of efficiency opportunities • Spend management: providing a consolidated view of expense (Opex) and investment (Capex) spend across all Change & Transformation related activities Knowledge, Skills, Experience and Qualifications Essential • Previous experience in Transformation / Change, Planning, Governance and/or COO (5+ years) preferably within financial services • Strong analytical skillset – able to derive management insight from complex data • Strong experience of working with MS Excel, Word and PowerPoint • Strong organisational skills including ability to set and communicate operating cadence/timelines • Ability to efficiently multitask • Clear verbal and written communication skills at multiple levels (English) in an international context • Ability to remain calm under pressure • Proven ability to engage stakeholders at multiple levels and capable of influencing to gain agreement and resolve conflict • Embracing a mindset of continuous improvement Desirable • Experience of developing Transformation processes and strategy • Experience of working with financial and/or headcount planning tools (e.g. Anaplan) • Experience of design and build of Operational Management Information (MI) including use of relevant tools/systems (e.g. QlikSense, GCP Analytics, PowerBI, Tableau etc.. • Financial Management or other relevant professional qualifications Challenges • The current management information in this domain is relatively immature and enhancement will require co-ordination across a number of internal teams. • Not all of the programmes / projects and associated budget is owned by TCMG so require co-ordination between a number of other teams e.g. ITSD, STPD What we offer For all the expertise and experience you bring to help us make a difference, it’s only sustainable if we support you to build your career and be your best self so we offer competitive company benefits, centred around promoting positive well-bring and work-life balance. We also believe in fostering a diverse and inclusive work environment, where all team members perspectives and contributions are valued. Initiatives in place which promote a diverse and inclusive culture and healthy work life balance include hybrid working, Sport & Social Clubs and Diversity and Inclusion networks. As an employee of SMBC you have access to a host of both useful and exciting benefit offerings. See below some of the benefits on offer to you: • Hybrid and flexible working • Competitive paid leave days • Benefits to support your physical wellbeing, including private medical insurance and life and invalidity insurance • Various policies to support your mental wellbeing, including a robust behavioural health network with counselling and coaching services • Access a wide range of learning and development opportunities and career progression opportunities • Ambitious remuneration package So, if you like a challenge and want to continuously grow and develop in a role where you will be supported along the way by a dynamic and diverse team, apply today!! We recognise our role as a bank to support social change and welcome all applications, including those from groups often under-represented in financial services. We value the uniqueness of professional and personal, backgrounds and perspectives as they play a vital role in continuing the sustainable growth of our organisation. We’ll ensure reasonable adjustments to our recruitment process are offered due to a disability or long-term condition whenever requested. We are committed to transparent and equitable pay practices. Compensation is determined using objective criteria, including skills, experience, and role responsibilities, and applied consistently throughout our recruitment processes. We do not request candidates' pay history and are committed to preventing unjustified pay disparities.