Group Manager: Talent Management and Succession Planning

Main Purpose of the Job

To lead the strategic development and design of talent management and succession planning strategies and lead the talent management function to effectively implement the strategic priorities. This role also includes the embedment of Performance Enhancement as a strategic driver in the organisation, driving the required behaviour to create a high-performance culture. The incumbent will play a leadership of the team role in setting the direction for the function the implementation of strategies and plans of attracting, sourcing, selecting and appointing qualified, experienced and motivated human capital to enhance overall business performance and service delivery goals.

Role and Responsibilities:

Talent Acquisition

• Lead and design the holistic talent management strategy including acquiring talent, managing performance and creating effective succession planning strategies.
• Ensure the implementation of efficient, focused and cost-effective talent acquisition solutions in line with the business strategic imperatives.
• Provide leadership and direction to the talent management and succession planning team for the proactive exploration of solutions to reduce the dependency on external resourcing partners.
• Create and implement direct-to-market talent capturing solutions i.e., Headhunting, Talent Mapping, establishing candidate data base etc.
• Lead the development of a diverse talent pools of suitably experienced and qualified candidates across AECI local and global operations.
• Lead and drive the building of networks to find qualified passive candidates.
• Ensure and manage regular talent acquisition reports are provided to stakeholders.
• Manage the flow of communication between new/potential recruits and the relevant contacts within the organisation.
• Manage and ensure the effective liaison/supervision of outside agencies to source potential recruits when required.
• Ensure timely on-boarding of hires and adherence to on- boarding policies and procedures.
• Manage and lead assess candidates (if necessary) to ensure cultural fit for the organisation, values alignment, long term potential, and technical fit for roles before presenting candidates to recruiting manager
• Manage and lead the execution of all aspects of the talent acquisition/hiring process
• Collaborate with Human Capital Manager and management to prepare, negotiate, and extend offer package to successful candidate.

Talent Development

• Design and lead the implementation of comprehensive training and development programs for managers and employees at all levels.
• Manage and lead the plans for the identification and assessment of individual development needs and create personalized learning plans across local and global operations.
• Ensure the planning and facilitation of workshops, coaching sessions, and mentoring programs across operations.
• Oversee the tracking and measurement of the impact of training and development initiatives.

Talent Management

• Lead the development of talent management strategies to ensure a strong pipeline of future leaders across the business, locally and globally.
• Oversee and manage that LM’s have completed employee career development and succession planning for their relevant teams.
• Manage and provide recommendations to identify and address employee engagement and retention issues.

Continuous Improvement

• Ensure the identification of areas of improvement in terms of organisational talent management function. 

Performance Management

• Lead the implementation and embedment of the Performance Enhancement policy and practices across the organisation.
• Ensure the cascading of the Performance targets down to the lowest level within organisation and ensure appropriate performance contracting that will roll up and deliver on Strategic objectives.
• Enable and support line managers with the conducting of performance reviews and management of feedback to employees.
• Report of the Performance Enhancement process and implement actions to support and drive a high-performance culture across the Group.

Policy and Governance

• Manage and ensure that recruitment and selection take place according to policy and governance across all operations.
• Manage and ensure Human Capital data integrity and record keeping.

Stakeholder Management

• Lead the development and maintenance of relationships with key stakeholders to ensure the needs of the business are met in a timely manner.
• Responsible for the building of relationships with line manager and candidates.

Training and Development

• Manage and ensure the implementation of comprehensive talent training and development programs for the team and the line managers.

People Management

• Create a culture of high performance in the talent team
• Manages the performance of team members in accordance with policy.
• Identifies and advises on training and development needs.
• Advises, counsels and supports staff to ensure optimal individual and team performance

Qualification and Experience

• Minimum: Bachelor's degree in Human Resources, Organisational or Industrial Psychology or a related field
• Qualified Industrial Psychologist or Psychometrist (desirable)
• Minimum of 10 years’ experience in a talent management specialist / generalist role
• 5+ years at a Senior Management level, leading a talent management / human capital function
• A post graduate qualification will be advantageous.
• In depth experience of managing multi-dimensional programmes, deadlines, and large budgets.
• Engagement with diverse, external international stakeholders in managing legislative risk.
• Experience in working across a broad spectrum of industries – from white collar to unionised environments.

Key Competencies

A: Skills

• Planning and organising
• Attention to detail
• Analytical Skills
• Time Management
• Conflict Resolution
• MS Office
• Project Management
• Business Acumen
• Stakeholder Management at Executive Level
• Creative and Innovating
• Problem-solving
• Decision Making
• Formulating Strategies and Concepts

B: Key Competencies

• Leading and Supervising
• Adhering to Principles and Values
• Relating and networking
• Persuading and influencing
• Presenting and communicating information
• Adapting & responding to change
• Deciding and initiating action
• Delivering results and meeting customer expectations
• Coping with pressure and setbacks
• Working with people

Reports to

• Vice President: Talent Management & Succession Planning

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