Manpower Planning & Talent Management Lead

Job description 1. Job Purpose • The incumbent is responsible for driving Company s talent management and development initiatives by identifying and assessing future and current needs in alignment with the Strategic Plan. Drives the development of the Company learning culture while fostering an inclusive culture where all employees can leverage their unique talents. • The incumbent is responsible for developing and implementing the annual organizational training/development strategy and budget and overseeing its implementation and assessing outcomes to build competency within the Competency. This role is also responsible for Succession Planning by developing talent acquisition & succession strategies. • The incumbent will also be responsible of manpower planning by assessing the organizational / Operational requirements, managing and owning the performance management system, to include performance evaluations, performance development plans, and performance improvement plans. The Talent Development Lead is also responsible for conducting training needs assessments and providing training solutions to include, implementation, administration, and/or design and delivery of high-quality programs that engage, align, inform, and inspire employees in support of business strategy, goals, and initiatives. 2. Main Tasks & Accountabilities Task Description Manpower Planning • Assure the development of manpower plan for the Company which sets out the human resources requirements to staff the organization and provide for the necessary skills and competency base to successfully realize the business plans. • Assure that the Department Managers are provided with background information for formulating short, medium, and long term, manpower plans to fulfill manpower requirements. • Assure that Department forecasts are discussed along with the Department Managers and team and a consolidated budget for final approval to contribute to the preparation of the budget is submitted. • Periodically monitor and report on manpower activities and review actual manpower movements against planned to ensure that plans are adhered to, and variations are identified, and the necessary action is taken. • Develop a list of job vacancies considering the consolidated manpower plan across the Company. • Ensure that all jobs in the Company have been analyzed and a comprehensive database of updated job descriptions is always maintained. • Assure the development job description for any new position in consultation with the concerned Department. • Assure that recruitment plans are harmonized with manpower plans and that appropriate internal candidates are considered in preference to external recruitment and that opportunities for transfer of staff between Departments are fully considered and realized. Learning and Development • Assure identification of training and development needs in the Organization through job analysis, annual interview reviews and regular consultation with managers and staff. • Assure collection of learning and development needs from all Department managers and define precisely the need (initial situation, expected situation and objective to achieve at the end of the training, profiles of the participants, level of priority, etc.) with them and with the Human Capital Manager. • Define and propose to the Human Capital Manager and the direction an annual learning and development plan for the Organization, finding synergies in between departments, prioritizing training needs, assessing, and optimizing required budget. • Validate the learning and development plan and budget with the direction, of Human Capital Manager. • Implement the learning and development plan by organizing existing training activities as well as designing new training activities. • Search for providers, assess proposals, establish, and negotiate new contracts in collaboration with the Procurement Department, brief on needs, review, and challenge training offer, etc. • Build learning and development paths for our staff, to ensure the development of their skills in line with their mission as well as the evolution of our organization. Performance Management • Provide support to Department Managers in developing strategic and operational leadership in the design, development, implementation, and communication of Performance Management Framework at Mazoon. • Oversee and manages all activities related to the performance management cycle and manages all communication and monitoring of the process to ensure its effectiveness and relevance to the business. • Design, implement and monitor Performance Management to enable employees understanding of the goals of Mazoon and to identify how individual inputs contribute to the achievement of Mazoon objectives, specifically through managing the performance cycle. • Work in liaison with key stakeholders to establish and support the link between strategic business objectives and people s day-to-day actions and tasks by implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance. • Prepare and present reports detailing the status of Performance Management to Department Manager so that informed decision may be taken on behalf of HR department. • Support the Training and Development Specialist, contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge among staff. • Keep the Management informed on critical issues concerning the implementation of the performance management process, make recommendations to Management on key decisions points regarding the process. 4. Person Specification (Qualifications, Knowledge & Experience) Education Level Minimum Requirement • Bachelor (Human Resource) or Management. • MBA is preferred. Professional Qualifications • Talent Management Practitioner (TMP) Certification, or CIPD. • Certified Performance Management Professional Certificate preferred. • Certificate in psychology/psychometric assessment preferred. Work Experience • Overall experience of 8 years or more in Talent Management, Employee Engagement, Performance Management, Career Planning, Learning and Development for a FMCG company/agribusiness. Job Specific Skills • Intimate knowledge of Talent Acquisition and Employee Relations function and its impact on other departments. • Capacity to create and implement HR plans at a micro level • Ability to deal with operational challenges/employee concerns. • Financial awareness to understand and interpret numbers; Excellent written & verbal communication / presentation skills. • Team player with excellent motivational skills. Generic Skills • Must be alert, strive for accuracy, and have ability to exercise independent thinking and judgment, be a self- motivator, and attention to detail. • Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability. • Integrity, discretion, and loyalty.