The Talent Management Officer will drive the development, implementation, promotion, and monitoring of talent management solutions. To do so, the incumbent will work collaboratively with other HR Functions, and Functional Managers to support deliverables related to the organization’s overall Talent Management (TMOs) objectives.
KEY RESPONSIBILITIES
Works collaboratively with the organization’s functional leadership team and HR team to develop a healthy leadership and competency pipeline for the organization.
Leads the implementation of all talent, leadership and team planning processes, policies and procedures across the organization, the function which includes but is not limited to succession planning, leadership selection and assessment, leadership development planning and the company’s annual organizational development readiness plan.
Actively engages, coaches, and educates leaders and HR partners in the team effectiveness process including assessments, design and developing leadership in the company, team make-up and observations/feedback on team effectiveness competencies.
Builds, coaches, and facilitates effective teams through the effective use of tools, team building activities, development activities and supporting the leaders in creating an engaged environment.
Acts as the organization’s learning organization conscience by advocating practices that improve team effectiveness, systems thinking, personal mastery, employee engagement and continuous improvement.
Propose and co-lead team or functional structure changes with respective managers, based on a deep understanding of organization priorities, team objectives, team and individual performance, and individual roles. Implement any changes to the team structure by ensuring JDs, letters are issued and conversations between managers and team members occur.
Support managers through the succession planning process.
Ensure Performance Management is done as planned and flag issues in both the tool and the process (by sitting in some reviews, and performance calibration meetings). Plan with managers to resolve issues and track Performance Enhancement Plan implementation.
Champions the individual development of selected managers, supervisors, and emerging leaders across the group.
Leads the individual development planning processes for organization (i.e., front line supervisors, mid-managers, and key organization leaders).Positions new (and developing) leaders for success by guiding the leader integration process (i.e., developing a 100-day plan and conducting leader integration sessions with teams).
Educates senior leaders on individual development best practices and facilitates the overall implementation of career mapping of high potentials, emerging leaders and managers included as successors for the organization’s succession plans.
Acts as the organization’s Talent Management & Organization Development consultant by guiding the planning and implementation of practices that nurture the development of a continuous improvement organizational climate.
Lead recruitment function by designing and implementing the overall recruitment strategy and responding to requests from managers on staffing needs and work in collaboration with the function managers and recruitment team to ensure a successful hiring process.
Respond to requests from managers on what Learning and Development needs their team has, and coordinate and monitor activities. Ensure learning & development needs identified following performance reviews are implemented.
Support the implementation of identified employee engagement initiatives to ensure that teams
Work with and support the HR team with other HR functions.
Education and Experience
A graduate degree in Human Resources Management, Business Administration, Social Sciences, or related field is required.
Must have minimum of five (5) years of professional experience in managing talent ie building a succession pipeline, implementation of competency frameworka and career pathing within a corporate organization
Demonstrated experience in developing organizational development and talent management initiatives.
Experience in building and implementing competency framework in a corporate setup is a plus.
Experience in running employee surveys is an advantage.
Strong knowledge of preparing analytical lists and reports, data, and gap analysis.
Affiliation with a renowned HR body or HR certification, an advantage.
Specific Knowledge/Skills/Competencies
Strong familiarity and competence in working with human resource policies and procedures.
Ability to present and promote the Organization’s position on HR matters in a clear, concise, and accurate manner.
Proven ability in establishing and maintaining effective working relationships with people of different nationals and cultural backgrounds.
Strong organizational and time management skills.
Strong oral presentation, communication, and networking ability.
Demonstrated ability to effectively use computer and Microsoft Office programs and other tools for analytical activities.
Capacity to work on multiple different projects, and under pressure, while ensuring accuracy and attention to detail.
Interested candidates to send their updated CVs to career@excelwiseconsultants.co.ke with the subject
Apply via :
career@excelwiseconsultants.co.ke
