Assistant Manager Learning, Leadership and Talent at I&M Bank

Job Purpose

The Learning, Leadership &Talent Management function is responsible for work in the following domains: Commercial & leadership capability development; talent segmentation, talent, development & succession planning; talent management routines; learning needs assessments and training; performance management and knowledge management and competency directories. The role will be responsible for supporting the implementation of talent management initiatives, including talent acquisition, job rotation, mentorship program, talent mobility.

Within these domains, the focus of this role is to cascade policy & process, and the introduction of best practices, facilitation and implementation as well as measurement and reporting of activities, initiatives and results within the businesses.

Key Responsibilities

• Collaborate with business unit leaders and People & Culture Business Partners to understand business goals and to build employee development strategies that ensure a strong current and future talent pipeline
• Conduct training needs assessment, recommending and implementing programs to support key skill areas.
• Prepare and review annual recruitment plans considering business growth plans.
• Implement processes that oversee all stages of candidate experience ranging from application to onboarding including communication.
• Administer talent processes which focus on building bench strength to meet current and future business needs. In this regard, define critical roles for succession planning as well as facilitate and support succession planning initiatives and deliberately build strong talent benches for such roles.
• Oversee the continued roll out of a consistent Performance Management process that focuses employee efforts on the achievement of business goals and attainment of requisite skills/competencies to sustain profitable growth.
• Evaluate and maintain leadership and technical competency models that facilitate the assessment of employees versus these competencies
• Support proactive Talent Retention initiatives and programs as part of the Talent Management agenda
• Enhance productivity through effective implementation of identified Talent programs.
• Develop creative and innovative talent acquisition strategies – this includes appropriate marketing, planning, and building a diverse talent pipeline.
• Build a positive candidate experience, managing candidate’s expectations and maintaining relationships for those candidates who are not selected at present against a particular skill set, for prospects
• Support People & Culture Business Partners in the workforce planning - examine workforce plans, understand the labour markets segments, skills, competencies, and experience that necessary aligns to the business needs
• Continuous tracking and use of key metrics to drive continuous improvement and to make better decisions, to ultimately improve the quality of Talent Acquisition & Training function.
• Work with People & Culture Business Partners & business leaders to identify talent gaps, the existing talent capabilities and future requirements and develop overarching Talent Acquisition, Talent Development and Mobility philosophy.
• Facilitate effective implementation of the Performance Management system - in conjunction with People & Culture Partners, deploy the end-to-end Performance management system including the appropriate plans for the various talent classifications within budget/timeframe.
• Ensure the whole PM process is managed in the PM system and the link between pay and performance is maintained.
• Responsible for maintaining an up-to-date job evaluation and maintenance of organization structures that reflect business reality 

Job Dimensions:

Job Specifications

Academic Qualifications

• A bachelor’s degree in human resources, Social Sciences or business-related degree from a recognized university. 

Professional Qualifications / Membership to professional bodies/ Publication

• Higher Diploma in HR
• CHRP

Work Experience Required

• 3-5 years’ experience in Talent Management with exposure in implementing a talent management strategy and various talent interventions in a similar role and in a fast-paced environment.      

Competencies:

•  Exposure to talent analytics and talent management approaches coupled with good numeracy skills.
• Excellent and demonstrable interpersonal, influencing and negotiation skills.
• Good understanding of the roles and responsibilities of key business functions and how they interrelate to achieve business objectives.
• Psychometric and talent assessment methodologies
• Running assessment centers
• Performance management training
• Accredited coaching certifications
• Strong communications skills with experience and strong competence in analysis & report writing.
• Demonstrates ability to set clear objectives prioritize, oversee multiple tasks & work well across teams.
• Creative, open-minded, flexible, self-learner.
• Strong organizational and planning skills.
• Ability to articulate business impact of changes.
• Demonstrate strategic thinking with a practical mind set.
• Results driven.