BPC
Human Resources
Nairobi Full Time
Recruitment KSh Confidential
Job Summary
Minimum Bachelor’s degree in Human Resource Management or in a related field.
Minimum Qualification:Bachelor
Experience Level:Mid level
Experience Length:5 yearsJob Description/Requirements
Our client is a financial institution, a well-established market leader in the industry and seeks to engage with a professional, dynamic and self-respecting talent in the position of: – Manager- Talent and Performance.
Main Purpose of the Job: Responsible for executing the talent agenda with a primary focus on performance management and collaborating with the business leadership and management to instill a culture of high performance to drive market success through critical talent interventions for right results & impact.
Key Responsibilities:
Performance Management
• Design, review, and implement the Institution’s performance management framework.
• Develop and review policies, guidelines, tools, processes, the performance management cycle, templates, forms, training material, employee reference materials and standards that are important to the performance management system of the Institution.
• Lead the blue printing, configuration, process mapping and implementation of any technology solution specifically designed to aid the entire performance management system.
• Lead and deliver organization-wide training on the performance management framework, policies and procedures, tools, guidelines, the performance management cycle and all related standards and processes.
• Plan training, including refresher trainings on the use of technology solutions, supporting the performance management system.
• Ensure all line mangers are inducted into critical people management capabilities within 3 months of appointment into a people management role.
• Own and drive the successful annual cascade of the organization’s strategy and implementation of country and balanced departmental scorecards, team and individual business objectives, individual development plans and key milestone conversations.
• Drive timely delivery by ensure that all employees have signed their BSCs at the beginning of the financial year among other timed cycle activities.
• Develop and disseminate internal communication covering the key performance management activities and milestones beginning with publication of the annual performance calendar.
• Generate reports on overall compliance and share them with HR leadership as well as to Line Managers for review and accountability in progressive actions.
• Support the mid-year appraisal calibration process by collating robust data and analysis of performance appraisals across the entire Organization.
• Lead and own the conduct of aligned quarterly audits quality and strategic alignment.
• Train leaders and line managers on the calibration standards and process ahead of each calibration window.
• Support the full year reward management process by availing fully calibrated and signed off performance appraisals for the full year.
• Analyze performance data and provide insightful country and functional reports to leadership and management consumption and action.
• Effectively challenge all non-compliance to the Institutions performance management framework, policies, systems, and standards.
• Guide and support the Learning Manager in the consolidation of organization wide IDPs and the development of thematic learning demands based on the IDPs.
• Work closely with employee relations to ensure tight governance around performance consequence management including ensuring aptly documented PIPs and subsequent processes as per policy guidelines and in line with labor legislation.
Talent Segmentation & Development
• Working closely with the Head – Talent Management to lead the execution of the talent segmentation agenda across the Organization.
• Conduct talent segmentation refresher trainings across the institution and ensure to cover all leadership teams.
• Develop the Talent Council calendar and communicate it in advance to all function talent councils.
• Facilitate biannual Functional Talent Councils and drive completion of development action plans across the entire Organization.
• Lead and Coordinate talent development budget with the overall learning budget.
• Ensure a robust, time bound talent segmentation process with clear output on: HiPos, TopTalent (H1 & H2), Critical Roles, Critical Skills, MVPs, Key Execution Pools, Succession Plans, and crucially, development plans
• Work closely with Line Managers and Business heads to develop Talent profiles for Top Talent and HiPos and build a conversation deck consolidating these.
• Guide the Learning manager on the integration of Talent council and talent development committee outcomes in the overall organization learning plan and budget.
• Act as Chief Talent broker proactively facilitating on the job learning, and leadership development interventions including Job Swaps, Job Rotations, Attachments, Business Visits, STAs, LTAs, secondments, etc.
• Track and report on talent development progress in line with the recommendations of the talent development committee and ExCo.
• Continuously benchmark globally to improve the quality of the Talent Segmentation agenda at the institution.
Talent Pillars Collaboration and Support
• Participate in and support the Head – Talent Management with the delivery of the employee engagement strategy, communication of the engagement calendar of activities, and delivery of all signature engagement activities. In particular, own career development initiatives such as career clinics and workshops.
• Working in close coordination with the rest of the Talent team support the planning and administration of the employee engagement survey, collation of results, cascade of results and action planning.
• With guidance from the Head – Talent Management own key initiatives in the employee engagement agenda including planning for the HR Caravan, Career Development, Financial Literacy programs, etc
• Participate in and support the deployment of leadership interventions with laser focus on any interventions directed at the talent council and talent development committee outcomes
• Participate in and support Talent Acquisition initiatives as coordinated by the Talent Acquisition Specialist.
• Lead the implementation of the Institutions Talent Value Proposition including workshops to build awareness of our strategic intents.
Reporting and Analytics
• Lead the design and generation of talent analytics covering various aspects of talent management including:
Performance, monthly J-M-L, JEDI (Justice, Equality, Diversity, & Inclusion), Workforce demographics and trend data, succession planning, critical roles and skills heat maps, among other talent related analytics.
• Work closely with the Head – Talent Management and HR Director
Key Skills & Competencies required by job holder to effectively perform this role:
Minimum of (6) years relevant experience, collectively, in
• Talent Segmentation and Development
• Performance management
• Employee Engagement
• HR Analytics
• Strong Business acumen & Leadership
• Strategic mindset
• Strong stakeholder management skills
• Coaching and counselling skills
Experience in the development and deployment of performance tools such as OKRs, Balance Scorecard, is a desirable quality
Academic Qualifications:
• Minimum Bachelor’s degree in Human Resource Management or in a related field.
• Postgraduate qualification preferred
• Member of IHRM / CIPD / SHRM or any other equivalent, globally recognized accrediting body
Qualifying candidates to share updated CV via apply now ON OR BEFORE 30TH APRIL 2023
(Only Qualifying & Shortlisted candidates will be contacted)