Role- Talent Management

Report to VP HR

Individual Contributor

Role Purpose :

Develop and implement a learning and talent strategy for the COO function in line with the function's business objectives and strategy, delivering a comprehensive talent programme and supporting employee training and development activity at all levels within the function.

To develop people to perform optimally within current roles and to develop future talent and identify succession within the function.

Key Accountabilities-

- Develop and implement a holistic leadership, learning, development and talent management solution aligned to strategy

- Translate learning strategy into practical and effective learning solutions

- Ensure Academy developed to support employees development

- Manage learning budget

- Act as thought leader and partner for senior HR and business leaders on talent and leadership development strategies

- Serve as advisor and technical expert on team development, talent management, and culture

Succession and Talent Planning :

- Ensures the development of a continuous process which continually identifies key talent and enhances their capability

- Identifies key roles and succession plans, ensuring this talent is retained in the organization

- Develops career paths, job ladders and learning trees to ensure development of skills and competencies that the business needs while allowing individual employees to have a clear horizontal and vertical progression paths

Performance Management

- Ensure the effective application and continuous improvement of the performance management process

Training and development :

- Develops, facilitates and oversees all training initiatives, including technical training, across the function

- Ensures mandatory training is delivered in the most cost-effective, impactful and efficient way whilst maintaining compliance with legislative and internal standards

- Supports the development and management of the e-learning offering across organization

Customer relationship :

- Builds and maintains strong and positive relationships with our internal customers in the business, including key senior stakeholders to understand their requirements, partner with them and add value

Engagement and recognition :

- Oversees the annual employee survey, employee engagement score, and action plans

- Ensures constant review of recognition programmes to ensure suitability and fit with the organization strategy

Requirements

MBA- 12-16 years

- Used to working with leadership and senior level client groups

- HR experience across various disciplines an advantage in order to see situations from a broader perspective

- Proven leadership skills

- Ability to think strategically and be a thought leader

- Clear and confident communicator, both written and verbally

- High level of competence in analyzing learning data and using supporting systems e.g. LMS and e-learning

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