Talent and Performance Management
Proactively influence the design and development of strategic talent and performance management frameworks, tools & solutions that meet business needs
Collaborate with senior leaders in the region, interrogate the region's strategic priorities and determine resourcing and talent requirements to deliver organisation results
Engage with regional business leaders; stay ahead of key talent market changes, organisation strategy and emerging patterns and adapt/evolve the talent management approach accordingly
Talent and performance management processes and tools
Drive effective and impactful talent acquisition, assessment, deployment, development and review processes and practices across the region. This includes local & regional sourcing, appropriate assessment processes and instruments, succession planning and talent review processes
Align common frameworks and tools across the region, as appropriate
Drives the implementation of the talent, performance and succession planning policy, processes and tools across the region
Robust Talent Pipeline
Build, attract and promote a diverse & inclusive talent pipeline
Drive the achievement of the diversity & inclusion strategy in line with company's responsible business agenda, operating framework and strategic KPIs.
Leadership development and succession planning
Build a healthy succession plan for critical positions matched by appropriate development plans and solutions
Coach, leads and drives initiatives designed to build leadership, talent and performance management capabilities with HR Business Partners and Line Managers
Organisational Development
Develop regional OD priorities and plans, to enable implementation of regional change and capability building initiatives
Facilitate and build a continuous learning environment
Actively influence the HR Strategy to support the organisation's growth agenda
Supports the HRD and leadership team to achieve the desired shift in culture through coordinated OD initiatives and touch points with other parts of HR (HRBPs, Rewards, IR)
Provide specialist OD guidance to senior leaders on strategic projects and challenges in each area.
Organisational Design
Identify key strategic drivers for change in the region
Actively support the identification and scoping of organisational capabilities (including detailed design of processes, systems, skills, governance mechanisms and culture) to facilitate delivery of the business strategy over the short, medium and long term
Work with leadership to design optimal organisation structures in line with the organisational development in Africa, informed by strategy
Articulate appropriate resourcing and capability building techniques/mechanisms
Lead the planning of regional change and capability building initiatives ? Share OD best practice & guidelines
Change Management
Deploy and leverage appropriate tools to support both in country and regional change processes in line with market and group guidelines
Provide specialist guidance to business leaders on change and capability challenges
Provide specialist support for each area's change projects, and shares learnings across the region
Actively coordinate the implementation of significant local and regional change, including working with regional and local HR/OD partners to support change impact analyses and effective management of people impact
Maintain effective stakeholder engagement and interaction to enable effective prioritisation of regional change management of interdependencies and minimize disruption
Organisational Effectiveness
Work with 'levers' in the region to improve organisational effectiveness and performance
Support creation and entrenchment of a culture of continuous learning, improvement and alignment around shared goals
Facilitate the development of focused improvement plans across the region
Deploy Talent & Performance Management as a driver of transformation, driving the right behaviours and business prioritisation for optimal performance
Identify and provide solutions for organisational challenges
KNOWLEDGE, SKILLS & EXPERIENCE REQUIRES
Bachelor's Degree, with post graduate HR qualification, or equivalent from a reputable institution
Added advantage: Master's degree in Business, Social & Behavioural Sciences, Organizational Development
6 years of relevant work experience of which at least 3 years of experience in a senior leadership position.
Broad knowledge of learning, development, talent and OD strategies
Measurement, assurance and improvement of return on Investment (ROI) on talent processes/practices
Experience implementing succession plans and driving the development agenda
Experience in developing & implementing talent, recruitment and retention strategies that have secured and retained high calibre candidates.
Fluent spoken and written English; Amharic and/or French would be an added advantage
Experience in developing appropriate learning interventions and course content for training programs
Experience of leading projects in complicated stakeholder/organisational environments
Experience in planning, managing and anchoring large change initiatives that require coordination across a number of elements [organisation, measures, processes, etc.]
Experience supporting a fast-growing workforce of 1000+ employees across multiple geographies