Job Description Key Purpose Statement:
The objective of Talent manager is to attract, retain and develop motivated and engaged employees who deliver high performance and provide succession for the future.
This role requires a deep understanding of the talent management needs within Nigeria.
It requires the development and execution of a strategy to support business growth.
A specialist who can operate as a strategic business partner, change agent, and trusted advisor in understanding business goals, key issues and resource implications – and translating this into highly considered Talent Management plans is required.
Outputs and Accountabilities
Define and agree the talent strategy in alignment with the regional talent priorities.
Act as the country lead and strategic advisor to EXCOM and senior business stakeholders on Talent Strategies and objectives.
Work with senior leadership to identify cover for EXCOM and critical roles, and develop succession plans.
Drive the talent elements of Our People Way while ensuring focus on implementing and anchoring the global standards.
Drive Strategic Workforce planning.
Lead the recruitment of management positions and conduct pre-screening interviews where appropriate.
Build Talent Acquisition capability.
Own the process to maintain and nurture the talent pipeline.
Define the approach to external pipeline management based on business needs.
Provide market insights to ensure appropriate inclusion in strategic talent planning activities.
Prepare annual resourcing priorities.
Define the recruitment focus areas for the country, in line with regional talent acquisition objectives, such as internal versus external appointments, diversity, talent mix.
Ensure that appropriate Talent Acquisition processes are in place.
Monitor key Talent Acquisition standards, via regionally-identified targets/metrics using insights from Talent Acquisition KPIs to inform local strategies and priorities.
Increase the capability of the Human Resources Team to drive Competency-Based Interviewing standards.
Work with HR Teams to identify risks in the People Balance Sheet and develop plans to mitigate them.
Develop data analytics for the development of insights.
Develop and implement a long term regional graduate strategy.
Drive positive talent outcomes, through ensuring the development of key talent.
Work with Regional Talent Manager to ensure a compelling Employment Value Proposition.
Ensure that the investment in psychometric assessments is fully leveraged in the business and supports business strategic outcomes.
Identify and interpret the business impacts of talent insights; convert insights into actions that support the strategic agenda of the business and delivers against the plan.
Knowledge, Experience and Skills Required
B. Degree in the Humanities or Business Studies.
Seasoned HR Practitioner/Resourcing Practitioner with a minimum of 5 years in managing talent resourcing at management level.
Experience in research/talent pipelining.
Demonstrated strength in direct sourcing.
In-depth and up-to-date specialist knowledge of psychometric assessments.
A deep understanding of and experience of best in class talent management practices.
Thorough knowledge and experience of best practices in the field of organizational career development.
Proven experience and ability to create a presence in the business, consulting, and applying advocacy skills to position Talent Management as a strategic business partner.
Excellent computer skills.
Roles and attributes required
Excellent leadership qualities with the ability to deliver results within a fast paced environment.
Ability to manage complexity and work independently.
Strategic thinker with strong commercial competencies.
Good communication skills and ability to communicate at the highest level and build internal and external relationships quickly.
Clear and confident verbal communicator with ability to represent the organization to external audiences.
Strong knowledge of the use of social media in resourcing for brand building.
Superior analytical skills.
The ability to be diplomatic, persuasive and influential, with senior stakeholders.
Experience in coaching is desirable.
Demonstrated problem solving skills; ability to recognize critical problems and opportunities.
Understanding of when to shift from analysis to action.
Commercial aptitude.
Potential and ambition to progress to more senior roles within the organization.
Experience in the administration, interpretation and feedback of a range of psychometric assessment tools, including personality and cognitive tools (16PF, CPI and WAIS) will be a strongly advantage.
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Interested and qualified candidates should forward their CV’s to: preye@hamiltonllyodandassociates.com
Apply via :
preye@hamiltonllyodandassociates.com
