Head of Talent & Performance Management

JOB PURPOSE

To oversee the execution and continuous development of APICORP's Talent
Management Framework and related initiatives across the organization by
proactively engaging with corporate and business functions to align on
organizational needs and build joint solutions to manage talent and support
employees in reaching their full potential. The role is accountable for the
entire spectrum of talent and performance management.

DUTIES & RESPONSIBILITIES

Operational and Business Plans
* Contribute to the development of the HR strategy by providing the Talent Management inputs and plans in line with the overall business objectives and organizational strategy.
* Contribute to the identification of opportunities for continuous improvement of Talent Management systems, processes and practices considering 'international best practice', improvement of business processes, cost optimization and efficiency improvement.
* Implement special projects, in coordination with the different HR units, to develop and improve the organization's employer value proposition for current and prospect employees, ensuring that it becomes one of the preferred workplaces.

People Management
* Lead the activities and work of the team to ensure that all work within the Talent Management function is carried out in an efficient manner and in line with operating procedures and policy.
* Identify the employees ' training and developmental needs and bridge the knowledge gaps to ensure continuous progression and high-level of competence within HR.

Internal Capability
* Work collaboratively with the heads of functions and act as the internal centre of excellence/ coach for talent management practices by building internal to enhance alignment and consistency of talent management initiatives ' application across APICORP
* Develop and continuously evolve programs to better equip the different managers across the business with the necessary skills and resources to improve their capability to execute the desired talent management plans

Capacity Planning & Acquisition
* Engage with function heads and the Director of HR to understand short- and long-term talent needs within the organization that are necessary to enable the organization in achieving its strategic objectives.
* Define the resourcing strategies and approaches, including costs and timelines for the annual recruitment plan, to identify and select high calibre talent into required roles.
* Oversee all aspects of the recruitment process, including sourcing, candidate report writing, screening, short listing, interview facilitation, selection, offer packages and approvals, so that all vacant positions are successfully and in time filled, within the approved budget.
* Identify proper tools (e.g. psychometric tests, business cases, interview guidelines, etc.) to be used during the selection phase, to ensure that the right candidates are selected.

Employee Learning & Growth
* Manage the mapping of existing talent to defined segments with the ‎9-box matrix and profiles in order to design customized talent propositions based on each segment's needs.
* Contribute to the formulation of the L&D plans and budget taking into account input from the learning needs analysis and review the plan on a regular basis in order to ensure business needs are prioritized and fulfilled.
* Ensure that appropriate training plans and schedules for all employees are developed, and that all organizational requirements and specifications can be met successfully, according to the agreed objectives.

Succession Management and Career Paths
* Identification and effective management of the organization 's employee potential through objective setting, performance reviews and development planning so that the required talent pool, knowledge, skills and competencies are identified and developed in order to assist the organization in achieving its objectives.
* Manage the implementation and continuous improvement of the succession management framework that structures the flow of high potential employees into managerial and leadership roles through structured career moves and capability building interventions.
* Oversee the maintenance of the competency model as needed, succession planning and career planning framework, in coordination with other HR teams, ensuring that all employees have clarity on the potential career paths and the requirements of the next positions.
* Liaise with external consultants for the implementation of employee assessments (online, simulations, interviews, etc.) to identify any skills' gaps versus their current and future positions and undertake the necessary developmental actions to ensure that all employees have the required readiness level to properly deliver the expected outcome of their role.
* Implement Leadership Effectiveness diagnostics to identify areas for improvement and set appropriate developmental plan.

Performance Management
* Oversee and continuously improve the performance management system and ensure following-up with managers during the different phases of the performance management process (planning, managing, reviewing, and rewarding) in order to ensure consistency of systems ' application and calibration across the organization.
* Review of performance assessment results in conjunction with business managers to reflect on employee plans and align with the organizational talent matrix, to ensure employee potential is managed successfully.

Policies, Systems, Processes and Procedures
* Recommend improvements to policies and manage the implementation of procedures covering all areas of Talent Management activities so that all relevant requirements are fulfilled.

Health, Safety and Environment
* Apply health, safety and environmental management practices for all Talent Management related issues, policies, procedures and controls to ensure employee safety, legislative compliance and a responsible environmental attitude.
Reporting
* Ensure that all department reports are prepared timely and accurately and meet the organization's requirements, policies and quality standards.

Behavioural Competency

Business Insight
Breaks business issues down and analyses them
Solves problems using tried and tested approaches
Draws in a subject matter expert to help you test and develop your ideas
Considers the likely causes of problems based on experience
Customer Focus
Recognizes the differing needs of businesses, culture, and locations
Adapts solutions to meet customer requirements
Reacts to challenges faced by customers and demonstrate flexibility,
supporting them to achieve their objectives
Takes personal responsibility to resolve customer issues
Decision Quality
Makes sound day-to-day decisions
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Skills

QUALIFICATIONS & SKILLS

• Bachelor's degree in Human Resources, Organizational Psychology, or any other related field


• ‎10 - ‎12 years of relevant experience


• Master's degree in Human Resources, Organizational Psychology, or any other related field or MBA is preferred


• Any professional certification in related areas is an advantage (SHRM, CIPD, CBI, assessment certifications, coaching etc.)

Education

Human Resources