Job Purpose Statement
The Head of Talent Management is part of HR senior leadership team (SLT), responsible for overseeing the strategic direction and execution of talent management across the bank and its various subsidiaries. This role is crucial in driving the organization's focus on attracting, retaining, and developing top talent to ensure sustained business success.
Reports directly to the Group Director, HR & Culture and serves as an internal advisor on performance management, succession planning, and long-term talent management.
Understands business priorities and ensures there is a competency framework, an effective succession plan in place to meet current and future business needs, identifying opportunities and developing insight driven strategies. Gaining insights across talent and learning will enable you to deliver an engaging employee value proposition and employee experience, ensuring NCBA's brand both internally and in the external market represents our culture and values.
Seen as the subject matter expert in all areas of Employer brand, Succession Management, Attraction and Talent Deployment.
Working with the Head of Talent Acquisition to design and drive the talent strategy for the Group and being responsible for supporting business units to identify high potential employees (Hi-Pos), encouraging robust succession and development plans.
Working with the Head of Learning & Development to ensure effective Talent Development programs are in place and supporting nominations of participants.
You will build and maintain effective relationships with key stakeholders whilst managing the team.
Driving rigorous governance of talent processes to enable clear insights through HR data and analytics.
Key Accountabilities (Duties and Responsibilities)
Strategy & Financial (30%)
Develop and implement a comprehensive talent management strategy aligned with the bank's overall business goals.
Drive initiatives that enhance employee engagement and retention.
Manage the talent management budget effectively to maximize ROI on talent initiatives.
Analyze and report on key talent metrics to the executive team to inform strategic decisions.
Develop and implement futuristic talent management frameworks to stay ahead of industry trends.
Partner with L&D to ensure relevant impactful talent development programs are implemented to achieve our talent agenda.
Internal business processes(30%)
Develop a strategic talent management framework to identify, develop and retain talent.
Implement robust talent assessment, identification of high potential individuals, and succession planning frameworks.
Assess the current capabilities of talents versus the capabilities needed for the future and recommend ways to address these needs through a talent management program.
Develop guiding principles with business leaders to advise on critical positions for succession planning.
Foster cross-functional collaboration to align talent strategies with business needs.
Ensure compliance with internal policies and regulatory requirements related to talent management.
Leverage generative AI and storytelling techniques to enhance employer branding, candidate and employee experience.
Customer (20%)
Work closely with business leaders to understand their talent needs and develop customized solutions. 2. Enhance the employee experience by implementing programs that support career development and progression. 3. Maintain high levels of employee satisfaction by addressing concerns and feedback promptly. Leverage data analytics to understand and improve employee engagement and performance.
Learning and growth (20%)
Continuous learning: Prioritize continuous learning and development for themselves and their team. This involves staying up to date with the latest industry trends, attending conferences and events, and seeking out new knowledge and best practices to inform the company's talent strategy.
Talent development: Focus on developing and growing their team to ensure that they have the skills and expertise needed to execute the company's talent strategy. This involves providing training and development opportunities, mentoring and coaching team members, and fostering a culture of continuous learning and growth.
Innovation: Prioritize innovation and encourage their team to think creatively and identify new ways. This involves staying up to date with emerging technologies and market trends, and fostering a culture of experimentation and innovation.
Strategic partnerships: Working with the HR SLT, identify opportunities for collaboration and co-creation.
Data-driven decision-making: Prioritize data-driven decision-making to inform the company's talent strategy.
Job Specifications
Desired personal attribute:
Relentless in your pursuit of growth and want to disrupt talent management
Academic:
A Bachelor's degree in Human Resources, Business Administration, or related fields
An MBA or a Master's degree in a related field is desirable
CHRP-k certification is a must
Work Experience:
At least ten years' work experience, five of which should have been in a senior talent management position, and having led large successful talent management projects and/or initiatives.
Previous experience working with senior leaders and executives to drive talent management initiatives.
Proven ability to manage and lead change initiatives within an organization.