Talent Manager

Purpose of the Position

To develop and execute a Talent Acquisition and Talent Management strategy and framework model in collaboration with MCE Leadership. The role will also be responsible for defining the processes and user experience design to be used for Talent Acquisition for the relevant domains.  The role will ensure that best practice talent management strategies and frameworks are introduced and maintained in MCE to provide growth and development opportunities, as well as retention strategies for MCE‘s key talent.

Key Accountabilities

Strategy Development and Execution

• Develop and execute clearly defined Talent Acquisition Strategy
• Develop and deliver the TA strategic plan, policies, procedures, user experience designs for assigned business units (technical / Functional), taking country specific requirements and legislation into account, ensuring alignment with the business and people plan
• Provide strategic direction and counsel to hiring executives and senior human resources managers regarding recruiting trends, concerns and possibilities for opportunistic hiring
• Work with Employer Branding Lead to conceptualize Employer Branding Strategy for respective area (i.e. Functional or Technical)
• Differentiate and develop strategic nuances for relevant target markets e.g Graduate, Professionals, Designers, etc
• Consult on forecasting and talent planning discussions, using deep external insights (i.e. demographic trends, employment projections, education and skills research) to influence and develop competitive and sustainable talent solutions enabling the realization of business unit and corporation strategies.
• Design, develop and lead the implementation of the  MCE career development strategy.
• Connect the career development strategy with the VE business strategy and the overall HR Strategy
• Customize career development programmes that are aligned to business requirements

Benchmarking & Reporting

• Determine data points/analytics required to inform predictive management and subsequent measurement of TA strategy, efficiencies, productivity and results for management purposes and Client reporting
• Collate and evaluate monthly reports and make recommendations on improvements or opportunities for enhancement to the process, implementing initiatives to select scarce skills

Operational Delivery

• Contribute to building of and manage Financial Budgets for TA & TM requirements 
• Action the continuous building and update of relevant Candidate database with a viable network including talented professionals (potential candidates) and with a focus on "best in class" talent at direct competitors as well as "best in class" companies through team
• Build a Digital Talent Acquisition organization of subject matter experts with domain expertise, that live out culture and are advocates for MCE
• Implement Agile Talent Acquisition methodologies to drive new ways of working in TA for a technology company
• Drive adoption of identified TA Technology tools (ATS, CRM, Channels, etc) as sole trusted source by TA Professionals and ensure integrity of data input
• Identify leadership potential to create talent pools for every level of leadership
• Manage the organisational talent review process to define advancement plans for leadership talent
• Identify successors for senior leadership roles
• Develop and execute programmes and projects to drive leadership development and advancement
• Regularly assess and report on the ROI of leadership development programmes
• Manage the creation and socialisation of career paths for specialist roles across the organisation
• Network with talent teams across the Group to identify and create opportunities for high-potential talent to gain exposure and build their skills 
• Ensure the provision of services to support high-potential talent to grow and develop

Stakeholder Management/ Networking

• Provide depth of subject matter expertise, consult, advise and coach key stakeholders to position the enterprise to win in the market powered by the competitiveness of its talent force.
• Develop appropriate and consistent communication to/for internal clients and senior human resource partners to ensure a positive client and candidate experience
• Extensive engagement with external suppliers, candidates and partners that includes relationship building, selling, marketing, influencing and managing
• Work with business stakeholders to identify critical and scarce skills and develop plans to create a skills pipeline
• Manage the implementation of programs to provide a pipeline of skills to the business i.e. graduate program, internships, learnerships and bursaries

Governance, Regulatory, & Compliance

• Oversee the development, updating, maintaining, and communicate all Talent Acquisition and Talent Management related policies and procedures within MCE
• Ensure that the entire TA process is conducted in line with and comply with legislation, HR Best Practices and with the Company’s policies, procedures, rules and regulations.
• Collate and evaluate monthly reports and make recommendations on improvements or opportunities for enhancement to the process, implementing initiatives to select scarce skills
• Performance Management
• Work with the team to achieve excellent business results through continuous people development and mentoring activities.
• Ensure the development of a high-performing team through embedding formal Performance Development and informal coaching.
• Determine and analyze training and development needs for team members and ensure implementation thereof. Ensure that identified training is budgeted for and executed.
• Establish and maintain a succession plan for the management team in the area using the formal Talent Management process for identified talent and an informal process for remaining roles.
• Ensure that all poor performance is addressed through the Performance Improvement Programme and that continued poor performance is adequately dealt with. Review Performance Improvement Programme reports to determine effectiveness of interventions.
• Motivate employees in the department and ensure that their efforts are recognized.
• Devise key performance indicators for various TA job roles within team managed to drive business results

Job Requirements

The incumbent is required to have the following qualifications and experience level:

• A relevant Degree from a recognized university coupled with relevant experience. A qualification   in Human Resources, Industrial Psychology or equivalent will be an added advantage
• A minimum of 8 years of experience with a demonstrated track record (minimum of 5 years) of high performance in talent acquisition and talent management field
• Experience in successfully setting up TA and TM strategies, policies, procedures from scratch
• Deep Market Knowledge – knowledge of Competitors (TA and Business), Domain, Industry Intelligence and Talent Landscape in relevant domain

Specialist Recruitment Agency combined with Internal TA experience in a large, successful corporate

The incumbent is required to have the following technical competencies:

• End to End Executive Search, Recruitment and Appointment methods and processes
• Driving Results
• Leadership & Management

Relevant Legislation

Behavioral Competencies

• Relationship Building
• Strategic Thinking
• Decision Making
• Risk Management
• Holistic Thinking
• Persuading and Influencing
• Coaching
• Consulting, Marketing, Sales
• Disrupter
• Collaborator

How to Apply

Interested candidates are invited to send their CV and/or cover letters through this LINK. 

Only shortlisted candidates will be contacted.