Job Description
Alan & Grant – Our client is a leading Manufacturer and producer of premium quality, aluminum beverage cans.
Job Objective
- To ensure effective management and administration of all talent management activities (resourcing, performance management, training, career management, succession planning) in line with HR strategies and policies
Key Responsibilities
Talent Management:
- Develops, implements and communicates procedures and policies for Talent Management (acquisition, on-boarding, development and organizational development) within the company.
- Evaluates business initiatives to identify and design Talent Management programs that are best suited to supporting the initiates
- Implements approved talent management activities (resourcing, performance management, training, career management, succession planning, induction & orientation) plans, strategies, policies and procedures
- Supports the development of the HR budget by providing key Talent Management figures and forecasts
- Manages and maintains the company’s talent pipeline by designing and implementing an effective succession plan
- Monitors external talent management trends and develops internal management tactics
Organizational Effectiveness and Culture:
- Manages the organizational effectiveness function which includes, change management, organizational design and alignment, and performance improvement strategies
- Reviews and maintains the company’s structure to ensure alignment with business objectives
- Designs and implements a culture management framework for the company; Ensures the preservation of the company’s culture and values
- Drives the deployment of an annual Employee Engagement/ Culture Survey.
- Develops action plans from responses to improve overall employee engagement and business performance
Talent Planning and Acquisition:
- Oversees the Development of an effective manpower planning process in alignment with the company’s corporate strategy and needs
- Identifies recruitment needs based on manpower plan, designs effective programs for selection and retention, and oversees end-to-end recruitment and selection processes.
- Develops, reviews and implements program for on-boarding, integrating and inducting new employees.
- Designs and implements employee retention programs in order to lower turnover rate and maintain optimal headcount as per manpower plan
- Helps to create and maintain the company’s employee value proposition and employer brand
- Provides innovative ways to project the image of the company as an employer of choice via multiple channels
- Organizational Learning and Development
- Develops and implements Learning and Development strategies and programs in line with business objectives
- Designs and implements a leadership development framework to maintain leadership pipeline
- Drives the development of Knowledge Management systems
- Oversees the development and communication of a competency model
- Carries out Training Needs Analysis; Partners with line managers to develop annual training and development plans and budgets tailored to employee and organization needs
- Designs, implements and tracks annual training plan; Monitors training delivery and conducts post- training assessments, providing improvement recommendations
- Coordinates and facilitates internal training programs
- Manages ITF statutory payments and reimbursement process
Performance Management:
- Develops and implements approved Performance Management strategy, frameworks and programs
- Facilitates and monitors employee performance management system and cycles, and ensures the attainment of a high performance culture
- Ensures that Performance Management standards are adhered to.
People Management:
- Supervises all subordinates, and ensures the quality of work meets with performance expectations
- Assigns tasks and responsibilities to the Talent Management team to ensure effective workflow
- Reviews/inspects work carried out by subordinates
Requirements
- First Degree in Human Resources or a related Social Science discipline
- Relevant certification from a reputable professional institution e.g. CIPM, CIPD, SHRM
- An MBA or Masters in a relevant discipline would be an added advantage.
- At least 7 years post-qualification experience, 4 of which must have been spent in management position within the manufacturing industry
- Strong track-record in HR generalist and change management roles
- Working knowledge of the Nigerian Labor Law
Competencies:
- Organization Design
- Accountability
- Industrial Relations
- Business Knowledge
- Employee Engagement
- Communication
- Learning and Development
- Change Management
- HSE Procedures
- HR Analytics
- Leadership and People Management
- Strategic HR Management Operational Effectiveness
- Project Management