Talent Manager at Hamilton Lloyd and Associates

Job Description
Key Purpose Statement:

• The objective of Talent manager is to attract, retain and develop motivated and engaged employees who deliver high performance and provide succession for the future.
• This role requires a deep understanding of the talent management needs within Nigeria.
• It requires the development and execution of a strategy to support business growth.
• A specialist who can operate as a strategic business partner, change agent, and trusted advisor in understanding business goals, key issues and resource implications - and translating this into highly considered Talent Management plans is required.

Outputs and Accountabilities

• Define and agree the talent strategy in alignment with the regional talent priorities.
• Act as the country lead and strategic advisor to EXCOM and senior business stakeholders on Talent Strategies and objectives.
• Work with senior leadership to identify cover for EXCOM and critical roles, and develop succession plans.
• Drive the talent elements of Our People Way while ensuring focus on implementing and anchoring the global standards.
• Drive Strategic Workforce planning.
• Lead the recruitment of management positions and conduct pre-screening interviews where appropriate.
• Build Talent Acquisition capability.
• Own the process to maintain and nurture the talent pipeline.
• Define the approach to external pipeline management based on business needs.
• Provide market insights to ensure appropriate inclusion in strategic talent planning activities.
• Prepare annual resourcing priorities.
• Define the recruitment focus areas for the country, in line with regional talent acquisition objectives, such as internal versus external appointments, diversity, talent mix.
• Ensure that appropriate Talent Acquisition processes are in place.
• Monitor key Talent Acquisition standards, via regionally-identified targets/metrics using insights from Talent Acquisition KPIs to inform local strategies and priorities.
• Increase the capability of the Human Resources Team to drive Competency-Based Interviewing standards.
• Work with HR Teams to identify risks in the People Balance Sheet and develop plans to mitigate them.
• Develop data analytics for the development of insights.
• Develop and implement a long term regional graduate strategy.
• Drive positive talent outcomes, through ensuring the development of key talent.
• Work with Regional Talent Manager to ensure a compelling Employment Value Proposition.
• Ensure that the investment in psychometric assessments is fully leveraged in the business and supports business strategic outcomes.
• Identify and interpret the business impacts of talent insights; convert insights into actions that support the strategic agenda of the business and delivers against the plan.

Knowledge, Experience and Skills Required

• B. Degree in the Humanities or Business Studies.
• Seasoned HR Practitioner/Resourcing Practitioner with a minimum of 5 years in managing talent resourcing at management level.
• Experience in research/talent pipelining.
• Demonstrated strength in direct sourcing.
• In-depth and up-to-date specialist knowledge of psychometric assessments.
• A deep understanding of and experience of best in class talent management practices.
• Thorough knowledge and experience of best practices in the field of organizational career development.
• Proven experience and ability to create a presence in the business, consulting, and applying advocacy skills to position Talent Management as a strategic business partner.
• Excellent computer skills.

Roles and attributes required

• Excellent leadership qualities with the ability to deliver results within a fast paced environment.
• Ability to manage complexity and work independently.
• Strategic thinker with strong commercial competencies.
• Good communication skills and ability to communicate at the highest level and build internal and external relationships quickly.
• Clear and confident verbal communicator with ability to represent the organization to external audiences.
• Strong knowledge of the use of social media in resourcing for brand building.
• Superior analytical skills.
• The ability to be diplomatic, persuasive and influential, with senior stakeholders.
• Experience in coaching is desirable.
• Demonstrated problem solving skills; ability to recognize critical problems and opportunities.
• Understanding of when to shift from analysis to action.
• Commercial aptitude.
• Potential and ambition to progress to more senior roles within the organization.
• Experience in the administration, interpretation and feedback of a range of psychometric assessment tools, including personality and cognitive tools (16PF, CPI and WAIS) will be a strongly advantage.