The overall objective is to support the business units in the delivery of a first class quality experience to all Internal customers and to support the achievement of exceptional business performance through understanding of the business function’s needs for capability development aligned to the company and talent strategy. Responsible for, design, development of solutions and capacity building for the talent reviews, leadership assessments and pipeline programs
KEY ACCOUNTABILITIES DELIVERABLES Resourcing Design and implement overall recruiting strategy. Monitor and apply HR recruiting best practices. Develop and update job descriptions and job specifications in collaboration with Line Managers Perform job and task analysis to document job requirements and objectives.
Prepare and post jobs to appropriate taleo/newspapers/colleges etc.
Source and attract candidates by using databases, social media etc.
Screen candidates resumes and job applications
Conduct interviews using various reliable personnel selection tools/methods to filter candidates within schedule. Assess applicants relevant knowledge, skills, soft skills, experience and aptitudes. Perform strategic workforce planning studies within FTE budget definition process With HRBP on-board new employees in order to become fully integrated. Talent Management
To consolidate the implementation of talent reviews and succession management
Design tools to support and identify cross functional leadership mobility for high potentials and high performers across the business
Design and implement career management principles across the business
Research and aligned with the group graduate development framework to include recruitment methodologies thereby assuring that it serves as an input to the talent pipeline Learning & Development
Establish the functional skills learning path for all business units
Where this does not exist obtain learning paths from HRBP’s and assist in creating assigned learning groups leveraging material from the global academy (functional) and local content (capability and professional skills)
Ensure awareness and understanding of all L&D offerings and the support that is available to the business (Ask HR and relevant portals e.g. Performance Development)
Conduct annual capability analysis for all business units.
Based on the analysis, a) develop the business unit’s learning plan for functional development, leveraging material from the global academy and b) provide input into the overall Group L&D learning plan.
Should the global academy not address all of the capability requirements, source or design solutions that address the gap(s).
Sign off the development solutions with the business units and manage the course roll-out.
· Bachelor’s degree in industrial or organizational psychology, leadership & organizational development, business, or related field required. Post Graduate qualifications will be an added advantage.
· At least 3 years of experience in organizational development or effectiveness consultation. Demonstrated ability to work at senior levels with impact