Talent and Performance Manager at Custodian Investment Plc

Job Summary

• The Talent and Performance Manager plays a key role in driving organizational success by overseeing the performance management process, career development initiatives, competency framework design, and the learning and development (L&D) strategy.
• Responsibilities also encompass managing organizational charts (organograms), facilitating organizational change, and ensuring workforce capabilities align with the business’s strategic goals.
• The manager will lead talent acquisition efforts and implement talent management strategies to attract, develop, and retain high-performing employees.
• Additionally, the manager will ensure that human capital strategies align with organizational goals and foster a culture of continuous improvement.

Job Details

Talent Acquisition:

• Lead end-to-end recruitment processes to attract top talent.
• Collaborate with department heads to understand hiring needs and develop strategies for talent sourcing.
• Manage employer branding to position the organization as an employer of choice.
• Ensure diversity and inclusion in recruitment processes.

Performance Management:

• Develop and implement a performance management system that aligns individual performance with company goals.
• Provide tools and frameworks for regular performance reviews and feedback.
• Work with managers to set clear objectives and key performance indicators (KPIs) for employees.
• Drive continuous performance improvement through coaching, feedback, and talent development initiatives.

Competency Framework:

• Design and manage a competency framework that identifies the skills, knowledge, and behaviors needed across roles.
• Work with department heads to ensure competency models align with the organization’s goals and industry best practices.
• Regularly review and update competencies as business needs evolve.

Career Development:

• Develop career paths and succession planning frameworks to foster employee growth and retention.
• Work with employees and managers to create personalized development plans.
• Identify high-potential employees and ensure they are nurtured through targeted development programs.

Learning and Development (L&D):

• Lead the development and implementation of the company’s learning and development strategy.
• Conduct training needs assessments and design learning interventions to fill skill gaps.
• Ensure the delivery of high-quality training programs that promote continuous learning and skill enhancement.
• Measure the impact of L&D initiatives on employee performance and company productivity.

Talent Management Strategy:

• Design and implement a comprehensive talent management strategy that covers talent acquisition, retention, and development.
• Identify and groom future leaders through talent pipelines and leadership development programs.
• Collaborate with senior leadership to align talent management initiatives with the overall business strategy.
• Monitor employee engagement and retention metrics, implementing interventions where necessary.

Organizational Design and Structure:

• Develop and maintain the organizational structure to ensure it supports the business's strategic objectives.
• Design and update the organizational chart (organogram) to reflect role changes, promotions, and departmental restructures.
• Identify and address structural inefficiencies that impact operational effectiveness.
• Ensure that organizational structures promote clear reporting lines, accountability, and efficient decision-making.

Workforce Planning:

• Lead workforce planning initiatives by forecasting future workforce needs based on business goals and market trends.
• Conduct gap analysis to identify current workforce capabilities versus future needs.
• Develop strategies for talent acquisition, development, and retention to meet long-term workforce goals.
• Collaborate with department heads to plan for succession and ensure the talent pipeline aligns with future business needs.

Key Performance Indicators (KPIs):

• Time-to-hire and quality of hire.
• Employee performance and productivity improvement.
• Employee engagement and retention rates.
• Successful implementation of competency frameworks and career development programs.
• Impact of L&D initiatives on employee performance.

Requirements

Key Qualifications and Skills:

• Bachelor’s degree in Human Resources, Business Administration, or related field. 
• Professional HR Certificate (e.g. CIPM, PHRi or SHRM) is compulsory
• 10 years of experience in talent management, performance management, or a similar HR role.
• Strong knowledge of recruitment, performance evaluation systems, learning and development, and competency frameworks.
• Proven ability to implement HR strategies that enhance business performance.
• Excellent communication, leadership, and stakeholder management skills.
• Strong analytical and problem-solving abilities.