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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.