The HR Manager (Talent Management & OD) is responsible for the organizational development, talent management, culture, learning, recruitment and engagement & retention activities at country level. Responsible for country wide design, governance and delivery of ; - Managing a diverse talent pool of Employees and support them to grow to their full potential and contribute to the HR strategy of the company.
- Drive implementation of effective functional programs, processes and activities related to Talent Management, Learning and Development, Organizational Development, Diversity, Equity and Inclusion, Employee engagement and retention for all business.
- Deploy ENGIE corporate initiatives and cascade across entities of South Africa.
- Responsible for management and coordination of Talent and Learning modules of SEZAME.
KEY RESPONSIBILITIES Talent and Performance Management - Develop and manage a talent and performance management framework.
- Design an integrated process to ensure the effective management of development programs.
- Provide systems and processes to business to conduct performance reviews, compile individual development plans and performance agreements.
- Manage the identification and implementation of succession plans.
- Analysis, reporting, monitoring and interpretation of data.
- Provide support to business during formal review cycles.
People Position Review (PPR) - Ensures and records ongoing performance and development conversations between Line Managers and Employees and keep a record of past performance and expectations for work moving forward.
- Organize and participate the People Position Review discussions and the regional calibration process. Collate and analyse data and work on action plans derived from this process
- Identification and follow-up Key People
- Succession Planning
- Nomination and validation of new Boosters, coordination with Hub Talent managers
Career Discussions / Individual Development Plans - Manage and coordinate the development journey for the key people & talents (Boosters, key people) including 1:1 coaching sessions with participants.
- International or cross functional Mobility (Career Support)
Employee Assessment - Develop psychometric and competence assessment processes to ensure the standardisation of criteria used for assessment.
- Ensure compliance to HPCSA code of practice, standards and legislation.
- Continuously monitor the utilisation of assessment material to ensure standardised delivery of assessments within legal and policy standards.
- Management of preferred providers.
Job Design - Drafting roles to obtaining sign off within the governance framework.
People Management - Review and approve labour plans around operational targets.
- Provide leadership and inspire team members towards high performance.
- Ensure team members have an Individual Performance Agreement and Development Plan in place and that it is updated timeously.
- Create opportunities for development through participation and involvement in new business or technology enhancement projects for team members.
- Provide coaching to team members on an ongoing basis.
Learning & Development - Develop learning experiences that satisfy identified operational and strategic needs in the country.
- Management of the training budget and learning partners relationship.
- Develop and manage learning & development solutions across country.
- Manage SEZAME (e.learning) platform.
- Manage and coordinate the coaching needs.
Mentorship - Design and develop a mentorship governance framework.
- Report on mentoring relationships.
- Guide and advise the business on mentorship best practice.
Engagement Surveys - Manage and coordinate the ENGIE&Me (employee engagement survey).
- Manage and coordinate the wellbeing activities.
- Teambuilding activities.
Diversity Equity and Inclusion - Manage, animate and coordinate the DEI Roadmap and Fifty Fifty Program, WiN (Women in Network) across SA.
- Support cultural transformation through deployment of Group programs Be.U@ENGIE , Engie Ways of Working, Engie Ways of Leading across SA.
OUTCOME, RESULTS AND KEY PERFORMANCE INDICATORS - Talent and Performance management
- People Position Review (PPR)
- Career Discussions
- Individual Development Plans (IDP)
- Employee assessment
- Job design
- Mentorship
- People management
- Engagement Surveys (ENGIE&me etc)
- Training, Learning & Development
- Engie Ways of Leading & Working (EWOL & EWOW)
- Diversity Equity and Inclusion
|