Job Description:
This role is responsible for the design and delivery of talent management and development processes, programs and practices. The incumbent will partner with human resources teams and business leaders to orchestrate & champion Performance Management, Talent assessments, People leadership development initiatives, Mentoring programs, Career development, and other strategic projects.
This role will work closely with the management of Talent Development and Management to build capability and drive change across various levels in the organization via deploying relevant constant interventions across all functions. The role would have elements of both planning as well as great focus on execution.
To succeed in this role, one would require strong knowledge, expertise and experience on Training delivery and management, competency and behavior assessment, Training Needs Analysis, and major facets of L&D principles, structure and framework. It requires high interpersonal and business partnering skills, excellent program management and change management skills.
Responsibilities:
- Performance Management - Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent; provide consultative support to Business leaders and HR Business Partners, enabling them to strengthen the pipeline of future leaders to deliver the business strategy
- Talent Assessments- Manage execution of all people assessments and ensure appropriate socialization and utilization of individual and organization level information. Analyze assessments data to generate actionable insights to bridge capability gaps / improve processes.
- Talent Analytics- Provide analytical and research support including analysis, research and documentation of talent review data, D&I, employee engagement, annual performance cycle and any other relevant people analytics, and prioritize areas of focus for leaders and management teams.
- Leadership Development - Leverage new age learning practices, methods, frameworks & measures to design and deliver People leader development programs and comprehensive evaluation strategies
- Evaluation of L&D effectiveness - Establish ways to measure the total effectiveness of key learning and development programs; monitor and report training effectiveness data and statistics; Drive governance on critical talent development metrics.
- Coaching & Mentoring - Partner with BUs to establish Coaching and/or Mentoring Frameworks and build internal capability through partnering and ring-fenced delivery
- Career Development – Support HR Business partners to build skills for employees and people managers to take ownership of employee career development
- HR Program Enablement - Provide design, planning and analytical support to initiatives and projects unique to and driven by SLGS such as org culture, employer branding, roll –out of new HR processes or systems, and other business transformation initiatives.
- Talent Review and Succession Planning - Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent; provide consultative support to Business leaders and HR Business Partners, enabling them to strengthen the pipeline of future leaders to deliver the business strategy
- Employee Engagement – provide a holistic analysis on talent engagement and be able to oversee the committees working on different components of engagement in SLGS-PH. Be able to align all engagement strategies to the overall People and Culture strategy.
Qualifications:
- Bachelor's Degree in Human Resources/Organizational Psychology or relevant courses.
- Minimum 10 years of professional experience. Must have relevant experience in the Organization Design/Talent Management/Learning and Leadership Development
- Strong consultative and influencing skills. Experienced in engaging and influencing Senior Management
- Intellectually sharp, articulate and agile.
- Excellent quantitative and qualitative analytical skills – comfort in using advanced MS Excel functionality and MS PowerPoint
- Ability to leverage data – tracking, managing, reporting & generating insights; utilizing data to inform decisions.
- Ability to effectively navigate in a fast-paced matrix organization with multiple stakeholders by prioritizing work requests and project deadlines
- Strong interpersonal skills, ability to flex to various styles, willing and able to challenge the status quo in a constructive manner.
- Strong planning and project management capabilities, supported by excellent research skills and resourcefulness
- Ability to diagnose issues and generate good alternative approaches and solutions.
