Head, Talent Management at Interswitch

Level: Mid-Senior level

Job Summary

• Responsible for developing the strategic vision for Talent Management including the onboarding of new talent, providing continuous and innovative learning and training, developing leadership and organizational resiliency models and working with senior leaders to drive strategy through people management to enable the organization to meet its objectives. 
• Also responsible for driving a high performing, engaged workforce through the development of various initiatives as required by business and employees to enable the attainment of the organization’s strategy. 
• Drive the development of a compelling employer brand and employee value proposition to position Interswitch as an employer of choice.

Key Responsibilities

• Drive the development and deployment of a learning and development strategy that will enable the workforce with the required skills, capabilities, competencies that are required to enable the attainment of current and future strategies.
• Design talent related solutions from development, recognition, career pathing, performance, workforce planning.
• Design and manage the development of complex L&D programs (for example, leadership development) to meet individual and organizational learning needs within specified timescales and resources.
• Develop bespoke talent development solutions to address specific needs raised by the business or identified by the talent team to ensure the individual business are fully enabled to succeed.
• Engage with function senior line management to clarify organizational requirements, to set priorities for Learning and Development interventions, and to define required learning outcomes; specify and manage the collection and analysis of data to inform learning needs analysis.
• Analyse business and people data as well as industry and global trends and draw insight that will inform the Talent agenda and enable data driven decision making.
• Communicate the actions needed to implement the function's strategy and business plan within the team. Formulate a clear vision for the Talent within the organization and map out a clear and measurable roadmap to move the organization form the current state to the desired future state.
• Ensure the implementation of efficient processes and practices across the talent lifecycle to enable the consistent and effective management of talent across the organisation.
• Drive the development of an effective Performance Management methodology for the organization that will be linked to the strategic objectives of the organization to enable the attainment of departmental and organizational goals.
• Attracts and selects the best talent to meet current and future business needs.
• Drive the development of a compelling and differentiated employer brand that is aligned to the identity of the organization, develop and implement a plan to implement, socialize and promote the employer brand across multiple platforms including career fairs, traditional and social media to position Interswitch as an employer of choice and to attract top talent to the organization.
• Develop and implement an awareness and education campaigns on the role and functions of Talent Management and the role that employees and leaders play in the talent lifecycle to increase organizational focus on and fluency in talent management as a key strategic lever.
• Drive the development and implementation of differentiated programmes to build an internal and external pipeline of future organizational leaders to ensure that there is consistent supply of quality candidates to fill vacancies at senior levels in the organization.

Requirements

• Bachelor's and Master's Degree in related field
• Membership of Chartered Institute of Personnel Management (CIPM), Chartered Institute of Personnel and Development (CIPD) or HR Certification Institute (HRCI) will be an advantage
• Minimum of 10 years work experience
• Extensive experience in the HR Centre of Excellence environment with specialization in at least one of the traditional pillars (Talent, Performance, Career Development, Learning and Development)
• Proficient with Microsoft Office Suite (proficiency in PowerPoint is Mandatory)
• Stakeholder management
• Business Acumen
• Organizational skills
• Analytical and data interpretation skills
• Review & Reporting
• Ability to be strategic and tactical when making decisions
• Excellent interpersonal, counselling, and negotiation skills.
• Strong presentation skills.
• Thorough understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations.