JOB PURPOSE
To develop the strategic vision for Talent Management including the onboarding of new talent, providing continuous and innovative learning and training,
developing leadership and organizational resiliency models and working with senior leaders to drive strategy through people management to enable the
organization to meet its objectives.
To drive a high-performing, engaged workforce through the development of various initiatives as required by business and employees to enable the attainment of the organizations strategy.
To drive the development of a compelling employer brand and employee value proposition to position Interswitch as an employer of choice.
Design talent related solutions from development, recognition, career pathing, redeploy, engage, performance, workforce planning, performance manager. Buy,
build, borrow, bounce.
RESPONSIBILITIES
- Drive the development and deployment of a learning and development strategy that will enable the workforce with the required skills, capabilities, competencies that are required to enable the attainment of current an future strategies.
- Design and manage the development of complex L&D programs (for example, leadership development) to meet individual and organizational learning needs within specified timescales and resources.
- Develop bespoke talent development solutions to address specific needs raised by the business or identified by the talent team to ensure the individual business are fully enabled to succeed.
- Engage with function senior line management to clarify organizational requirements, to set priorities for Learning and Development interventions, and
to define required learning outcomes; specify and manage the collection and analysis of data to inform learning needs analysis.
- Analyze business and people data as well as industry and global trends and draw insight that will inform the Talent agenda and enable data driven decision
making.
- Communicate the actions needed to implement the function's strategy and business plan within the team. Formulate a clear vision for the Talent within the
organization and map out a clear and measurable roadmap to move the organization form the current state to the desired future state.
- Ensure the implementation of efficient processes and practices across the talent lifecycle to enable the consistent and effective management of talent across the organisation.
- Drive the development of an effective Performance Management methodologyfor the organization that will be linked to the strategic objectives of the organization to enable the attainment of departmental and organizational goals.
- Drive the development of a compelling and differentiated employer brand that is aligned to the identity of the organization, develop and implement a plan to implement, socialize and promote the employer brand across multiple platforms including career fairs, traditional and social media to position Interswitch as an employer of choice and to attract top talent to the organization.
- Develop and implement an awareness and education campaigns on the role and functions of Talent Management and the role that employees and leaders play in the talent lifecycle to increase organizational focus on and fluency in talent management as a key strategic lever.
- Drive the development and implementation of differentiated programmes to build an internal and external pipeline of future organizational leaders to ensure thatthere is consistent supply of quality candidates to fill vacancies at senior levels in the organization.
BEHAVIORAL COMPETENCIES
- Creates new and better ways for the organization to be successful. Actively encourages and supports others' creativity; builds upon and strengthens new solutions in a positive and collaborative manner.
- Attracts and selects the best talent to meet current and future business needs. Considers their qualifications, skills, experience, interests, and goals to make highly accurate evaluations of job and organizational fit.
- Develops people to meet both their career goals and the organization's goals.Shares targeted feedback in a prompt, constructive, and encouraging manner.
- Applies knowledge of business and the marketplace to advance theorganization's goals. Stays attuned to business and industry changes, ensures own activities remain aligned to key objectives.
- Builds partnerships and works collaboratively with others to meet shared objectives. Confronts and challenges "us vs. them"; shows strong appreciation for others' efforts toward shared goals.
- Creates a climate where people are motivated to do their best to help the organization achieve its objectives. Ensures that people understand exactly why the work is important and meaningful.
- Paints a compelling picture of the vision and strategy that motivates others to action. Finds unique ways to contribute to the organization's vision and to the workgroup's mission.
- Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. Champions the decisions of the team and operates in a way that builds team spirit.
- Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
- Takes a broad view when approaching issues, using a global lens. A strong global thinker; effectively addresses global factors and their implications;cooperates across regions, navigating challenges and opportunities inherent in global organizations.
- Anticipates and balances the needs of multiple stakeholders. Engages effectively with multiple stakeholders and responds with well-balanced, win-win solutions.
EDUCATION
Bachelor s Degree
Certification in HR/Talent
EXPERIENCE
Extensive experience in the HR Centre of Excellence environment with specialization in at least one of the traditional pillars (Talent, Performance, Career Development, Learning and Development) 10-12years
