Job Summary
The Talent and Performance Manager plays a key role in driving organizational success by overseeing the performance management process, career development initiatives, competency framework design, and the learning and development (L&D) strategy.
Responsibilities also encompass managing organizational charts (organograms), facilitating organizational change, and ensuring workforce capabilities align with the business’s strategic goals.
The manager will lead talent acquisition efforts and implement talent management strategies to attract, develop, and retain high-performing employees.
Additionally, the manager will ensure that human capital strategies align with organizational goals and foster a culture of continuous improvement.
Job Details
Talent Acquisition:
Lead end-to-end recruitment processes to attract top talent.
Collaborate with department heads to understand hiring needs and develop strategies for talent sourcing.
Manage employer branding to position the organization as an employer of choice.
Ensure diversity and inclusion in recruitment processes.
Performance Management:
Develop and implement a performance management system that aligns individual performance with company goals.
Provide tools and frameworks for regular performance reviews and feedback.
Work with managers to set clear objectives and key performance indicators (KPIs) for employees.
Drive continuous performance improvement through coaching, feedback, and talent development initiatives.
Competency Framework:
Design and manage a competency framework that identifies the skills, knowledge, and behaviors needed across roles.
Work with department heads to ensure competency models align with the organization’s goals and industry best practices.
Regularly review and update competencies as business needs evolve.
Career Development:
Develop career paths and succession planning frameworks to foster employee growth and retention.
Work with employees and managers to create personalized development plans.
Identify high-potential employees and ensure they are nurtured through targeted development programs.
Learning and Development (L&D):
Lead the development and implementation of the company’s learning and development strategy.
Conduct training needs assessments and design learning interventions to fill skill gaps.
Ensure the delivery of high-quality training programs that promote continuous learning and skill enhancement.
Measure the impact of L&D initiatives on employee performance and company productivity.
Talent Management Strategy:
Design and implement a comprehensive talent management strategy that covers talent acquisition, retention, and development.
Identify and groom future leaders through talent pipelines and leadership development programs.
Collaborate with senior leadership to align talent management initiatives with the overall business strategy.
Monitor employee engagement and retention metrics, implementing interventions where necessary.
Organizational Design and Structure:
Develop and maintain the organizational structure to ensure it supports the business’s strategic objectives.
Design and update the organizational chart (organogram) to reflect role changes, promotions, and departmental restructures.
Identify and address structural inefficiencies that impact operational effectiveness.
Ensure that organizational structures promote clear reporting lines, accountability, and efficient decision-making.
Workforce Planning:
Lead workforce planning initiatives by forecasting future workforce needs based on business goals and market trends.
Conduct gap analysis to identify current workforce capabilities versus future needs.
Develop strategies for talent acquisition, development, and retention to meet long-term workforce goals.
Collaborate with department heads to plan for succession and ensure the talent pipeline aligns with future business needs.
Key Performance Indicators (KPIs):
Time-to-hire and quality of hire.
Employee performance and productivity improvement.
Employee engagement and retention rates.
Successful implementation of competency frameworks and career development programs.
Impact of L&D initiatives on employee performance.
Requirements
Key Qualifications and Skills:
Bachelor’s degree in Human Resources, Business Administration, or related field.
Professional HR Certificate (e.g. CIPM, PHRi or SHRM) is compulsory
10 years of experience in talent management, performance management, or a similar HR role.
Strong knowledge of recruitment, performance evaluation systems, learning and development, and competency frameworks.
Proven ability to implement HR strategies that enhance business performance.
Excellent communication, leadership, and stakeholder management skills.
Strong analytical and problem-solving abilities.
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