Performance, Training & Development Manager at AMO Farm Sieberer Hatchery Limited

Job Purpose

• Drive strategies on talent development, leadership, and functional capability building, as well as employee engagement to ensure the sustenance of Amo Culture and organizational performance in the achievement of corporate goals.
• Implement a comprehensive performance management and talent development strategy aligned with organizational objectives, values, and culture.

Roles and Responsibilities

• Design and implement organization development strategies such as culture change, team building etc. to drive organization effectiveness.
• Collaborate with senior leadership and HR stakeholders to define performance expectations, standards, and key performance indicators (KPIs) for different roles and levels within the organization.
• Facilitate the performance planning process, working with managers and employees to set clear, achievable performance goals and objectives that support departmental and organisational priorities.
• Provide guidance and support in developing SMART) goals that are aligned with individual career aspirations and organisational goals.
• Support the delivery of Talent Management initiatives including Career Management, Succession Planning, Hipo program, Management Trainees Program, Talent Exchange Program etc.
• Digitize talent management processes and systems, and continuously improve quality of talent services to business units and functions.
• Develop & execute operational work plans & programs for core organization effectiveness deliverables, e.g. job evaluation, organization design, workforce optimization, career management, workforce planning, etc.; partner with regional HRBPs to implement across target areas.
• Build & maintain the company’s career management strategies while aligning mobility/ advancement opportunities (e.g. management track, job rotations, promotions, lateral movements, etc.) to the work-in-progress competency framework.
• Develop measures for monitoring culture issues & opportunities across the business; leverage insights to secure support for the launch of relevant interventions to correct gaps & reinforce strengths.
• Work with the Group Head Human Resources and leadership team to design, communicate & implement an overall Employer Value Proposition (EVP) in support of ongoing talent attraction, recruitment & retention activities.
• Ensure efficient talent records collection, tracking, collation, storage, retrieval, and reporting
• Utilize HR metrics and analytics to measure and track key HR indicators, identify trends, and provide data-driven insights for decision-making and continuous improvement.
• Implement and continuously review the Management and Leadership Development Training programme.
• Facilitate the design, deployment, and implementation of all organizational change projects in line with Amo corporate & people strategies.
• Implement a continuous employee feedback mechanism to reinforce the change and transformation journey.
• Define and segment talent in terms of critical skills, scarce skills and high potential talent, and design programs for the development and retention of these resources.
• Lead the design and successful implementation of job rotation, relief assignments, lateral moves, secondment and recognition programs within the organization.
• Design rewards and recognition schemes targeted at fostering employee engagement and retention.
• Engage and collaborate with the Corporate Communications function in all communication efforts, ensure alignment with Amo Culture(Mission & Behaviours)and Management philosophies.
• Plan, Implement and manage learning and development within budgets and assess the Return on Investment (ROI) of any training or development programme.
• Design both in-house and with expert service providers, solutions which include a blended approach to learning such as coaching, classroom training, on-the-job training, action learning & e-learning in accordance with the 70-20-10 learning approach.
• Plan & conduct Managerial and staff Training Needs Analysis.
• Formulate & implement the annual Training Calendar, and on an ongoing basis monitor & control the annual training budget.
• Maintain accurate and confidential records of performance evaluations, feedback, and performance-related decisions in accordance with privacy and data protection regulations.
• Analyse performance data, employee feedback, and organizational objectives to identify priority areas for learning and development interventions.
• Facilitate training sessions and workshops for employees and managers, either in-person or virtually, ensuring high-quality delivery and participant engagement.
• Develop metrics and evaluation frameworks to measure the effectiveness and impact of learning and development initiatives.
• Analyse training data, feedback surveys, and performance metrics to assess the ROI of L&D programs and identify areas for improvement.
• Champion a culture of continuous learning and development within the organization, promoting the value of ongoing skill development and knowledge sharing.

Educational Qualifications & Experience

• Bachelor's Degree in Pure or Social Sciences, Business Administration, or a related field.
• A master's degree and professional certification from a recognised Human Resources Body is an added advantage.
• 5-8 years’ experience in Human Resource Management covering HR Business Partnering, Talent Development, Performance Management, Career Management and Succession Planning.
• Ability to manage significant and complex change within the business.
• Proven experience as an HRBP, focusing on performance management and talent development.
• Excellent interpersonal, communication, and negotiation skills.
• Familiarity with HRIS and learning management systems.
• Ability to analyse, interpret and use data to diagnose issues related to Talent Management.
• Ability to build strong relationships with various stakeholders to ensure that Talent programs and initiatives are supported and delivered smoothly.
• Sound knowledge and exposure in Organization Development strategy formulation and execution.
• Analytical, able to exercise sound judgement and pay attention to detail.

Required Competencies:

• Strategic Thinking
• Communication Skills
• Collaboration and Relationship Building
• Analytical Skills
• Project Management
• Employee Development Expertise
• HR Technology Proficiency
• Ethical Conduct
• Innovative Thinking
• Influence and Negotiation
• Adaptability