Role : Manager - Talent Consulting

The Lead Talent Consultant works closely with GDS functional leaders to develop relevant, integrated talent programs to support their business (SL/BU) agenda. This role is responsible for helping the SL/BU achieve its objectives and advise leaders on all people related matters.

Job Summary :

- The role will be responsible for supporting the Talent agenda for a SL/BU unit in GDS and will be the key point of contact for leadership in these SL/BU on a range of talent related matters. 

- The role will be responsible for driving & implementing the engagement agenda, working closely with other members of the team - ensuring a continual focus around exceptional client service. 

- The key areas of focus will include, but is not limited to, increasing workforce capability, providing change leadership, talent management and supporting day-to-day operations as well as on-going process improvement. 

- This role requires a deep understanding of SL/BU direction and HR/ related topics/issues to ensure successful implementation of key processes.

- In this role, the incumbent will need to be collaborative, influential and work across functions to execute on attracting, assimilating, developing, engaging and retaining key talent. 

- This role drives/leads project management for various HR initiatives including workforce planning, Performance Management, Talent transformation, Talent Development and Reward & Recognition etc.

Purpose of the Job :

Strategic partnering

- Provide support to the functional leader in the implementation of engagement initiatives across the SL/BU unit

- Work closely with the SL/BU lead to balance resource deployment needs of the SL/BU with individuals- strategic career objectives

- Supporting the STC in designing a sustainable and scalable engagement framework for the SL/BU and take ownership for the delivery

- Responsible for building, developing and managing other members of the talent consulting team, ensuring continued focus on the talent agenda

- Responsible for supporting the talent strategy to yield business results through solutions, actions and efforts

- Partner proactively with the SL/BU leadership to align talent priorities with SL/BU priorities and drive the talent agenda, translating the SL/BU strategy into practical and innovative talent solutions at a SL/BU unit level

- Anticipate issues and needs within the SL/BU and address these effectively

- Act as a coach to SL/BU leader/managers in relation to delivering the people strategy agenda

- Provide insight on people issues, particularly ER cases within the SL/BU, providing a robust point of view on SL/BU decisions and their impact upon people

- Identify HR intervention needs, create appropriate programs, actively participate in HR interventions & projects and ensure timely completion.

- Ensure that all necessary people management and development activity required to support the SL/BU is delivered in the most professional and effective manner

Strategic talent initiatives

- Execute innovative HR programs

- Facilitate change and support the implementation and successful adoption of special projects and initiatives in the SL/BU, for example: Performance Management, Talent transformation, Talent Development and Reward for example

Talent management: 

- Contribute to workforce planning activities in the context of understanding capability, skills development also, manage workforce planning efforts to meet SL/BU needs

- Support the SL/BU in the development and retention of top performers (leveraging expertise in the Talent Development function) to build a pipeline of diverse future leaders for the sustainability and success of our SL/BU

Internal stakeholder management and team development:

- Develop strong relationships with other regions, areas and global talent functions, both from a SL/BU and CoE perspective

- Understand and leverage consistent talent solutions developed by other regional talent functions

- Understand external market landscape, research talent trends, develop own knowledge and share with others

- Develop/coach other team members

- Establish effective relationships with other talent CoEs to ensure that centrally developed products and initiatives meet the requirements of the SL/BU and that SL/BU needs are clearly communicated to those responsible for delivering them

- Build and maintain influential relationships with SL/BU leaders and managers, working closely with them to co-develop solutions to meet their SL/BU needs

- Responsible for developing a team and responsible for their performance management process

Analytical/Decision Making Responsibilities :

- Use financial metrics and people analytics to support decision making

- Point of contact for resolving issues including sensitive ER cases, and understanding when to involve the ER CoE

- Lead all the HR processes for BU: induction programs, annual plans, appraisals, salary reviews, promotions, exit procedures, etc.

- Proactive in dealing with issues and strong problem solving skills; ability to work with ambiguity and build consensus across diverse, often global groups

- Ability to work both independently and within teams, including virtual teams, with a focus on our culture and values

Knowledge, Competency and Skills Requirements :

- Strong Employee Relations experience from handling complex disciplinary, grievance and performance management activities

- Current knowledge of Diversity and Inclusiveness practices and thought leadership

- Experience of making a contribution to SL/BU decision making, strategic planning discussions and operational planning events

- Proven ability to influence at all levels in the organisation, preferably in a professional services environment

- Resilient, practical and a self-starter; comfortable with working as individual contributor and in teams

- Demonstrates ability to coach and advise partners/directors/senior managers

- Ability to engage and influence others, with good change management skills and a desire to act as a change agent

Supervision Responsibilities :

- Lead and manage a team

- Drive HR processes within the SL/BU

- Motivate team members through effective monitoring, coaching, counselling and providing a positive working environment

Other Requirements :

- Willingness to travel; some limited international travel may be required

Job Requirements :

Education : Graduate. A post graduate qualification in a Business or Human Resource discipline is desirable.

Experience :

- 8 -11 years of proven HR generalist experience (e.g. performance management, employee relations)

- Relevant working experience in delivering / managing talent initiatives

- Experience working in a consulting organization or in a similar professional services environment

- Experience of working in a cross-border, virtual environment would be beneficial

Certification Requirements : HR specialization certifications would be an advantage

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