Job vacancy Talent Mananger

Position: Talent Manager

CUSTOMER SERVICE RESPONSIBILITIES:

The holder of this job position is responsible for directly serving the following customers:

INTERNAL CUSTOMERS /EXTERNAL CUSTOMERS

• All Employee of BWPL
• HR Consultants
• Training Providers: Schools, Technical Institutions, Universities, Companies
• HR Software Providers
• Companies with BWPL Service Level Agreements

PURPOSE & KEY RESULT AREAS:

Purpose & Objective

The Talent Manager is responsible for developing and implementing a commercially focused talent development strategy whilst delivering solutions focused within a fast-paced manufacturing and distribution company. The Manager will ensure compliance and governance in the design, implementation, maintenance and evaluation of talent developments systems inclusive of training and development, succession planning and performance management to ensure that all Blue Waters Products Limited companies initiatives and structures are aligned to strategic objectives.

The job incumbent will have responsibility for the alignment of initiatives with the Company’s talent acquisition and retention efforts to improve the Company’s Brand Perception and achievement of Employer of Choice status

Summary of Key Result Areas and Main Duties:

• Identify the key result areas that when performed will fulfill the job purpose and objectives.
• Under each key result area, list the main duties involved in achieving the key result.
• Do not record every single task but rather only the main duties required to effectively execute each key result.

KEY PERFORMANCE INDICATORS Impacted by the employee’s performance (could be individual or departmental)

• Organisation Structure aligned and positions optimized
• Leadership pipeline for key positions
• Succession Planning Metrics and Measurement(bench strength, readiness, IDP’s, promotions)
• Training Needs Analysis and Training Satisfaction
• % completion of training plan and ROI report completion.
• Alignment of Individual Goals to Organizational Goals
• Quality of Analysis and Action on 360 assessments
• Strengthen Performance Management Capabilities - Quality of Assessments, Timeliness
• % of workforce that qualify for talent development programs (PIP, HIPO, HIPE) (
• Quality and Timeliness of Advice & Support
• Time to Hire Metrics
• Compliance with timelines and quality standards for execution of people management responsibility
• Compliance with timeliness of report submission
• Compliance with relevant legislative frameworks

PERFORMANCE MANAGEMENT (PM) :

• Manage the maintenance and execution of the performance management processes and ensure that all PM initiatives are focused and in alignment with the Company’s Performance Management best practice / policies and strategic objectives. Ensure that reminders are communicated throughout the PM cycle and report on compliance.
• Conduct training & sensitization sessions and provide technical support to build the PM competence company-wide based on gaps identified. .
• Monitor the timeliness and effectiveness of the HTC system through the review of reports and follow up action on non-compliance.
• Review and provide support to ensure compliance with SMART goal setting methodology. Provide reports on compliance.
• Monitor the effective use and timely submissions on emPerform system by providing training as needed on system capabilities, ensuing requests are addressed in a timely manner, reviewing reports and taking corrective action with stakeholders as needed

SKILLS & TALENT DEVELOPMENT AND TRAINING:

• Provide oversight and guidance to Department Heads, Managers and Supervisors to ensure annual training needs assessments are completed and results are integrated into training programs and processes.
• Provide guidance to managers and supervisors in effectively identifying and addressing employee development needs by reviewing gaps, company-wide changes and performance appraisal data.
• Ensure training plans are developed and executed in accordance with the Company’s best practice guidelines and procedure. Develop training programs for all levels of staff across the organization on various Talent, Performance Management, Leadership and other related topics based on training needs analysis and Performance Appraisal data. Collaborate with Managers and Supervisors in the selection of external training providers as needed.
• Design and implement systems to ensure all training and development initiatives are evaluated and established reports completed within stipulated time frames.
• Manage leadership pipeline system and processes.

CAREER &LEADERSHIP DEVELOPMENT:

• Identify critical key positions that can impact continuous performance of the company to ensure appropriate plans are in place and monitor on an ongoing basis.
• Provide professional expertise and support in the design, development and implementation of the talent review process and programs (HIPO, HIPE, Succession Planning) that is required to achieve business goals and results in the creation of an internal bench of top talent.
• Develop the Career Path process and Individual Development Plans (IDP’s) alongside each employee in talent management programs in collaboration with Department Heads, Managers and Supervisors to provide and engaging experience in the Company and talent retention.
• Develop and maintain the succession planning process to ensure proper personnel planning for today and the future. Develop systems to monitor and track the progress of successors and monitor execution of IDP’s and other tools.

MAINTAINENCE OF BACKBONE STRUCTURE & COMPENSATION MANAGEMENT :

• Maintain an updated backbone structure to ensure alignment with grades and resulting compensation & benefits.
• Conduct compensation and benefits surveys / reviews consistent with the Company’s compensation philosophy
• Make recommendations as needed to ensure competitive and attractive compensation packages to attract and retain top talent
• Ensure employee movement letters are completed on a timely basis and relevant updates made to backbone structure

EFFECTIVE PEOPLE MANAGEMENT AND LEADERSHIP :

• Perform the full range of Performance Management activities for support staff in accordance with the expected standards, inclusive of taking corrective action for non-performance and recognizing top performers in a timely manner.
• Implement initiatives to enhance/improve the engagement levels within the team.
• Monitor the team’s time and attendance and take corrective action for non-compliance with the required standards.
• Identify the training and learning needs of support staff and recommend /implement appropriate interventions to address identified needs. This includes coaching and provide technical guidance, when required.
• Assist in maintaining the ideal team complement by recommending suitably candidates to fill vacancies in a timely manner.
• Maintain a safe and healthy work environment by establishing, adhering and enforcing standards and procedures for GMP.
• Respond to queries and provide clarification on issues raised by the team on the expected standards of behaviour as outlined in the Employee/Fanatics Best Practice Guidelines (Handbook).

ENTRY REQUIREMENTS & KNOWLEDGE FOR THE JOB:

Formal Education Requirements State the minimum educational standard that is required of an external entrant to this position, if certain education preferred please state it:

• Bachelor’s Degree in Human Resources or related field
• Master’s Degree in Business Management or related field desirable.
• Recommended Experience - Specialist Knowledge - Certifications
• Detail any specific job related experience and/or specialist knowledge/training that would enable the job holder to perform this job satisfactorily:

10+ years of broad HR experience in the management, design and development of organization-wide talent management programs that cover performance management, training and development, succession planning and relationship management

Managerial Experience:

Knowledge of Online Training Software and / or Content / Learning Management Systems desirable

COMPETENCIES AND SKILLS:

• Customer Focus, Continuous Improvement, Accountability, Excellence, Teamwork, Passion
• Superior Verbal and Written Communication Skills, Planning and Organisation, Proactivity and Self-Motivation
• Analytical and Critical Thinking Skills
• Negotiation Skills
• Relationship Management
• Business Acumen
• Team Leadership

FUNCTIONAL COMPETENCIES :

• Leadership and Navigation Skills
• Presentation and Facilitation Skills
• Learning and Development
• Organizational Communication
• Mediation and Counseling Skills
• Conflict Management Skills
• Career Counselling
• Competency Management

COMPUTER SKILLS:

• Proficiency in MS Office Proficiency in Performance Management Software
• Proficiency in SharePoint Proficiency in Learning Management Software

Supervisory responsibility:

1 Talent Specialist

1 Training Specialist

Access to confidential information:

• Employee Files
• Salary Information
• Company Strategic Plan
• Performance Appraisal Results

Access to company assets:

• Company Laptop
• Company Phone

Need for external communication:

Oral and written communication with external providers including training, HR system providers, interviewees

Working conditions :

Flexible working hours when required

PHYSICAL REQUIREMENTS:

• Physical Strength and Agility
• May require to walk medium distances to verify work areas and talk with staff
• May require to stand for long periods to deliver training
• Retrieval of employee files from cabinets when required