NSA Senior Talent Manager - EVP-5

CAREER OPPORTUNITY FOR YOU

POSITION/TITLE                                     :    NSA Senior Talent Manager  

GRADE                                                     :    EVP- 5 / G5                 

DIVISION                                                  :    HR: Talent Management

DEPARTMENT                                        :    Human Resource

PURPOSE / DETAILS OF THE JOB

Manages the Talent Management (TM)) Centre of Expertise (CoE), managing & implementing TM strategy and initiatives as necessary  

Key responsibilities of the job, and key KPIs, this may include any project / budget or team management responsibilities and the extent of inter-departmental collaboration where applicable.

QUALIFICATIONS / REQUIREMENTS

EDUCATIONAL QUALIFICATIONS/ REQUIREMENTS:

• Bachelor’s degree or equivalent, preferably a degree in HR or Organisational  effectiveness
• Postgrad advantageous

RELEVANT WORK EXPERIENCE:

• 8+ years’ experience as a senior HR professional including talent management
• Experience working with executive /senior stakeholders
• Experience within complex, international corporate organisations
• Experience working in a matrix structure
• Experience working as a HR BP is advantageous

KEY PERFORMANCE AREAS

Principal Responsibilities

• Manage all talent activities across M&S, A&F and Planning, EGA, Legal and Comms, in collaboration with the HR business partners
• Where necessary, the talent partner will be the key point of contact for the HRBP of the different functions, relaying information from the AMIO Talent team
• Key contact for the business leaders for talent topics

This includes:

•  the succession planning for AMIEO EV3 roles and key HPP roles in HQ. Support the succession planning for EV2 roles
• Managing the talent identification and validation process ( i.e., HPP / CHPP / MD pool) EHPP identification remains at local entity level.
• Managing identification of talents for key roles including support for communication and input for external strategic hires briefs
• Managing the implementation of the 3B strategy
• Managing CDP and IDP conversations with key talents for all employees
• Provide consultancy or diagnosis of training needs to L&D in conjunction with NSA HR BPs
• Supporting deployment and application of talent and competency development programmes
• Fostering talent cross functional moves and visibility across the organisation
• Managing preparation of career committees for FNAC, RNAC and GFNAC with support and input from the HRBP where relevant. No involvement in LNAC unless special request is made.
• Supporting with any other talent projects across the region, not limited to the business areas in scope.
• Consulted by HRBPs for PMD calibration with focus on talents (Ownership of functional PMD cycles remains with HR BPs)
• Supporting deployment of any talent initiatives across the region that support talent engagement and retention
• Supporting deployment of GTM initiatives, including improving the digitalisation of talent data
• Support D&I strategy implementation by embedding D&I into talent processes and practices as per KPIs defined
• Support TM COE stakeholders  in designing and rolling out a NSA  Graduate programme/framework

              SKILLS AND COMPETENCY                                                  BEHAVIORAL COMPETENCY

• Sound Human Resources knowledge and skills
• Organisational Improvement
• Customer Centric approach
• Translating strategy into Best Practice Solutions

Translating strategic development

initiatives into operational implementation plans

• Information technology

Advanced computer literacy

• Cognitive ability in numeracy and literacy

The ability to read, develop and interpret reports as well as present information in a logical manner

• Leadership 
• Builds and leads an inspired and engaged high performing team that consistently produces results.
• Developing others

Actively promotes the development of people in the section as primary resource

• Best Practice Orientation

Ensuring best practices is expressed through practices, managing change, benchmarking, implementing, refining and improving practices.

• Process Optimisation

Continuously analyse, develop and re-engineer processes to ensure quality outputs and optimal departmental processes

• Business Acumen

Identifies opportunities to increase revenue by focusing on optimisation of resources.Assists the organisation to capitalise on new opportunities for the business.

• Accomplishments and career path demonstrate an ability to manage TM
• Ability to effectively partner executive level stakeholders
• Experience demonstrates an ability to work effectively and seamlessly in a global team environment