DUTIES & RESPONSIBILITIES
Duties and responsibilities will include but not be limited to;
Strategic Talent Management
Analyze workforce data to identify current, required, and future skill gaps, and develop comprehensive talent development strategies (sourcing, onboarding, reskilling, upskilling, multiskilling, leadership development, career development, and succession planning) aligned with business needs across Operations, Services, and Commercial sections.
Partnership & Alignment
Collaborate with HR Business Partners (HRBPs), business leaders, and the Culture and Engagement Officer to ensure talent development strategies, address critical skill gaps and foster a culture of high performance and engagement.
Talent Acquisition, Recruitment, Selection, and Separation
Develop and implement effective talent acquisition strategies to attract and retain high-quality candidates and oversee the recruitment and selection process, ensuring adherence to company policies and legal requirements. Manage separation processes, including exit interviews and off boarding procedures and enlarge the scope of sourcing by going directly to alternative media and referral programs while maintaining a databank of potential employees with skills of interest from jobs advertised in alternative media and referral programs
Follow up on critical resignations and implement strategies to gauge the possibility of return and conduct external talent mapping for critical and important roles, in collaboration with recruiting agencies
Critical Role Management
Critical Role Identification: Partner with business leaders to identify and define the competencies and skills required for critical roles aligned with organization strategic goals
Succession Planning & Development
Provide Succession Planning Leadership: Lead a proactive approach to succession planning for critical roles and identify high-potential employees with the talent and potential to succeed into critical roles
Targeted Development for Successors: Develop and implement targeted development plans focusing on the specific skills and experiences required for critical roles. Utilize various development methods like mentoring programs, stretch assignments, and leadership development programs to equip employees for future leadership.
Talent Pool Development
Future Leader Identification: Design and implement programs to identify and nurture high-potential employees with the potential for future leadership roles beyond critical roles
Performance Management
Performance Management System: Design, implement, and manage a comprehensive performance management framework that is Fair and transparent; Focused on continuous improvement; Aligned with organizational goals; Supported by effective performance management tools, including performance contracting
Performance Management Processes: Develop and oversee the performance appraisal process. Establish and manage performance cycles, including regular reviews and feedback sessions (Daily Discipline Indicators (DDI), Results Objectives & Ideas (ROI), One on One meetings. Results Objectives Plan and Execution (ROPE)
Implement performance contracting to ensure clear expectations and accountability, cascading performance goals throughout the organization
Regularly review and update performance management policies and procedures
Collaborate with the Culture and Engagement Officer to integrate performance culture initiatives into employee engagement strategies
Design and implement recognition and reward programs that acknowledge and incentivize high performance
Monitor performance data to identify trends and areas for improvement, including those related to critical roles and succession planning effectiveness
Training & Development
Needs Assessment & Program Development: Partner with business leaders to identify training needs within their teams, with a particular focus on addressing skills gaps identified for critical roles (Group A) and development needs of high-potential employees and conduct skills gap analysis to identify current and future skills needs, considering the requirements of critical roles and future leadership positions
Develop and implement a comprehensive talent development strategy encompassing training programs aligned with business needs and focused on reskilling, upskilling, multiskilling, leadership development, and career development, ensuring alignment with succession planning goals.
Learning & Development Framework
Establish a 70:20:10 learning model framework (on-the-job learning, coaching/mentorship, and formal training) to guide talent development initiatives, including those focused on critical roles and succession planning and collaborate with the Culture and Engagement Officer to foster a culture of continuous learning, encouraging knowledge sharing and development opportunities for critical roles and future leaders.
Competency & Career Development
Establish a competency framework for all roles in the organization, encompassing business skills, functional skills, leadership skills, and organization skills
Develop leadership programs that cultivate future leaders aligned with the organization’s strategic goals, focusing on the competencies required for critical roles
Provide guidance and mentorship to managers and supervisors on effective performance management and development techniques, with a focus on coaching and development for critical roles and high-potential employees.
HR Analytics and Reporting
Utilize HR analytics to inform decision-making and improve Performance and Talent management processes and provide regular reports on HR metrics to senior management and analyze trends and metrics to develop solutions, programs, and policies.
Operational Risk Management
Identify and manage Performance and Talent Management risks, develop risk mitigation strategies, establish contingency plans, and monitor key risk indicators to minimize disruptions and ensure business continuity.
Relieving, Team Leadership and Development
Relieve the Senior Manager as part of career development plan and lead, inspire, and develop a high-performing team, providing guidance, coaching, and support.
EDUCATION SKILLS & COMPETENCIES DESIRED
A Bachelor’s Degree in Human Resources, Business Administration, or any other related and relevant field
Advanced certifications in HR form IHRM, KIM or any other recognized institution)
Seven (7) years’ experience in a Human Resource function overseeing talent and performance management strategies in FMCG mainly handling care products
Experience: Several years of experience in HR or talent management roles, with a strong understanding of performance management and employee development practices
Strong interpersonal and communication skills, strategic thinking, data analysis, and project management abilities
Knowledge of HR Software and proficiency in HR management systems (HRMS) and performance management tools
Strong Interpersonal Skills with the ability to communicate effectively with employees and management
Strategic Thinking with the ability to align talent and performance strategies with organizational goals.
Please share with us your CV and cover letter in PDF format addressed to the Recruiting Manager, detailing why you are our candidate of choice for the role you are applying for to recruitment@mal-consultancy.com with the subject of your application being the Job Title of the role you are applying for.
Apply via :
recruitment@mal-consultancy.com
