Nomura is a global financial services group with an integrated network spanning approximately 30 countries and regions. By connecting markets East & West, Nomura services the needs of individuals, institutions, corporates and governments through its three business divisions: Wealth Management, Investment Management, and Wholesale (Global Markets and Investment Banking). Founded in 1925, the firm is built on a tradition of disciplined entrepreneurship, serving clients with creative solutions and considered thought leadership. For further information about Nomura, visit www.nomura.com
Nomura Services India, (Powai) supports Nomura’s businesses around the world. Powai’ s world class capabilities in trading support, research, information technology, financial control, operations, risk management and legal support have played a key role in facilitating Nomura’s global operations and are an integral part of Nomura’s global expansion plans. The Powai operation is a critical part of the platform to support the growth of Nomura’s global business.
•Financial Resource Management & Cost Optimisation: Grow to own the annual budgeting cycle, including process timeline, coordination of input, consolidation of submissions, and production of final EMEA HR budget. Manage monthly financial close by reconciling actuals, coordinating with international finance lead, producing variance analysis, and identifying cost drivers. Produce monthly forecasts and rolling 12-month projections; challenge assumptions and escalate material variances. Own accrual management and year-end close coordination with Finance. Drive cost optimisation initiatives by analysing spend patterns and developing business cases. Produce headcount and resource reporting, maintain EMEA HR headcount models, track FTE movements. Support Powai HR Invoice team on cost allocations and invoicing accuracy. Provide first-level financial analysis and challenge; develop insights on cost trends, efficiency metrics, and peer benchmarking.
•CAO Governance, Rhythm & Operating Model : Establish and maintain governance calendar, defining meeting cadence, ownership, and decision rights for all recurring forums. Coordinate preparation for all CAO-led forums, including agenda setting, materials assembly, pre-reads, and action tracking. Own action and decision tracking by maintaining a live register of decisions, owners, deadlines, and status; escalate overdue items. Produce leadership forum materials by consolidating input from HR teams and specialist functions and synthesising into clear narratives. Coordinate cross-functional engagement, acting as primary point of contact where relevant. Document governance decisions and maintain policy and procedure register for EMEA HR. Support CAO's participation in global HR forums by preparing briefing materials, tracking global initiatives, and identifying opportunities for regional input where applicable and appropriate.
•Risk, Controls, Audit & Regulatory Oversight: Own operational risk management coordination by working with the ORM specialist to ensure EMEA-specific risks are identified, monitored, and escalated; expand the specialist's remit to include EMEA integration. Maintain issue and action tracking by consolidating EMEA HR risk issues, tracking remediation progress, and escalating material or overdue items. Coordinate audit readiness by preparing EMEA HR for internal and external audits, coordinating control testing, and ensuring timely remediation. Integrate People Risk oversight by working with the People Risk framework owner to ensure EMEA HR data accuracy and timely escalations; identify emerging themes. Support Senior Managers Regime (SMCR) governance by maintaining records of SMF holder responsibilities, delegating oversight, and ensuring regulatory compliance. Manage control and remediation governance by tracking control effectiveness, identifying gaps, and developing remediation plans for CAO approval. Produce risk and control reporting for the relevant governance forums, board updates, and regulatory submissions. Coordinate with specialist teams to ensure risk and compliance specialists have information and support needed. Escalate material issues that require CAO judgement, external stakeholder engagement, or cross-functional coordination.
•Executive Reporting & Management Information: Develop EMEA HR management information by creating a suite of regular reports covering financial, workforce, risk, and transformation metrics. Produce first draft board materials by preparing financial summaries, risk updates, and strategic narratives for board submission. Prepare executive committee materials by consolidating HR updates for ExCo forums, including key initiatives and emerging issues. Coordinate HR leadership reporting by preparing materials for HR leadership forums. Ensure quality and consistency by applying consistent visual and narrative style; quality-check all materials before CAO review. Anticipate reporting needs by identifying emerging issues or metrics that should be tracked; propose new reports or dashboards as needed.
•Transformation, Target Operating Model & Strategic Portfolio Management: Be involved in transformation portfolio management by maintaining a register of EMEA HR and selected regional and global transformation initiatives; track status, dependencies, and any associated risks. Provide PMO support by developing project plans, tracking milestones, managing dependencies, and escalating risks or delays where appropriate. Support continuous improvement by identifying opportunities for process automation, efficiency gains, and CAO effectiveness. Integrate transformation and operational reporting by ensuring transformation initiatives are reflected in financial forecasts, risk registers, and workforce planning as necessary.
Nomura Leadership Behaviours
•Explore Insights & Vision: Identify the underlying causes of problems faced by you or your team and define a clear vision and direction for the future.
•Making Strategic Decisions : Evaluate all the options for resolving the problems and effectively prioritize actions or recommendations.
•Inspire Entrepreneurship in People : Inspire team members through effective communication of ideas and motivate them to actively enhance productivity.
•Elevate Organizational Capability : Engage proactively in professional development and enhance team productivity through the promotion of knowledge sharing.
•Inclusion : Respect DEI, foster a culture of inclusion and psychological safety in the workplace and cultivate a "Risk Culture" (Challenge, Escalate and Respect).
Equal Opportunity Employer:
Nomura is an equal opportunities employer. We are committed to providing equal opportunities throughout employment including in the recruitment, training and development of employees (including promotion, transfers, assignments and beliefs). We prohibit discrimination in the workplace whether on grounds of gender, marital or domestic partnership status, pregnancy, career’s responsibilities, sexual orientation, gender identity, race, color, national or ethnic origins, religious belief, disability or age. Our objective is to attract job applications and applications for development from the best possible candidates and to retain the best people.
