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Job Title: Talent Acquisition and Development Manager

 Reporting Line: Head of Human Resource

 Role Overview

The successful candidate will develop and drive global best-practice in the area of talent acquisition and management and will be responsible for developing leaders as well as employees to meet the current and future needs of Betika. The incumbent will be expected to collaborate with the Company’s leadership in the implementation of the Company’s talent strategy by designing and implementing initiatives that attract, develop and retain its employees resulting to a sustained Company growth culture.

1.       Support world class talent acquisition by:

  •  Implementing an integrated talent sourcing strategy for the company; Implement the workforce planning strategies by analyzing and advising on short and long-term workforce requirements.
  •  Enabling shaping of a future-fit organization by ensuring quality of hires. Influence and partner with the HODs in making the right hiring decision across job grades; manage recruitment agencies' output to ensure they provide the right caliber of hires within agreed timelines.
  • Continuously improving and enforcing world class recruiting processes, systems and policies.
  •  Developing and managing talent acquisition reports, dashboards and metrics and provide regular reports on the activities.
  • Building talent acquisition capability across the managers through capacity building initiatives.
  • Support onboarding of new staff by promoting available development resources to ensure a seamless transition into the company.

 

2.       Be at the forefront of driving succession planning by:

  •  Work with the Head of HR and HODs to design and implement organization-wide succession planning processes to meet current and future business needs. Work with the HODs to prepare individuals for future roles.
  • Develop integrated talent strategies to address talent gaps.
  • Continuously review assessment tools to ensure that they meet best practice standards and business needs.
  • Conceptualizing and rolling out leadership development programs ensuring global best practices are reviewed and adopted locally; Develop programs to strengthen the managers’ abilities to align, drive and develop top performing teams through development of a leadership development platform and supporting them in offering mentoring and coaching to the teams they support.
  • Lead robust development planning ensuring that a cohort of key leaders is developed to take on larger roles to meet succession needs.

 

3.       Coordinate company-wide capability development programs by:

  •  Partnering with the managers to facilitate organizational reviews so as to identify functional development needs through a structured approach; Driving the development of functional capability building frameworks for mandatory and non-mandatory programs; Creating and implementing functional capability development plans that align with overall organizational strategies.
  • Assist in the design and implementation of the Company’s talent development programs i.e. job rotations, internships; Encourage collaborative peer learning, coaching and mentoring.
  • Develop and manage organizational training platforms and tools. Manage knowledge capture through digitized learning.
  • Evaluate and maintain functional skill/competency models that facilitate the assessment of employees and drive related development planning; Develop a framework for career pathing for critical roles.
  • Develop periodic reports summarizing accomplished development activities and utilization of the learning budget.

 

4.       Support the Company’s performance management framework through:

  • Ensuring that the performance management framework is implemented and aligns to the achievement of business results. Work with HODs and managers to continuously review and ensure alignment of KPIs with the business strategy.
  •  Develop programs and initiatives to ensure that managers and employees possess the capability to ensure a consistent and high-quality performance management process that ensures the achievement of organizational goals.
  • Work with the managers to handle poor performing employees in line with the company’s policies.
  • Develop periodic performance reports, advise the HODs on gaps cited and take necessary corrective measures to ensure sustained growth culture in the organization.

5.   Other duties

·       Provide support on related human resource functions and activities as and when required.

 

Minimum Qualifications, Core Competencies, Knowledge and Experience

  •  Bachelor’s degree from an accredited institution.
  • Certified professional from IHRM with active membership.
  • Hands-on experience working broadly as an HR Business Partner for at least 5 years with a strong performance track record in talent acquisition and management, both the strategic and operational level gained in a fast-paced, best-practice environment.
  • Demonstrable ability to translate organizational strategy into talent development plans.
  • An independent thinker, critical thinker with great organization skills, client focus and orientation.
  • Self-starter, self-motivated, mature individual and with high level of emotional awareness
  •  Strong verbal and written communication skills with influential interpersonal skills; ability to communicate in both technical and non-technical terms to all levels of audience.
  • Demonstrable team playing abilities with high levels of commitment, collaboration and accountability.

 

Job Details

Level : Management level
Industry : Architecture / Planning
Salary : Ksh 150,000 - 200,000
Experience : 9 Years
Applications : 5
Locality : Nairobi, Kenya
Eligibility : Bachelor
Company : Career directio...
Posted By Career directio... / 15 Oct 2020

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