Talent Management Advisor at Newcross Petroleum Limited

Job Purpose:

• The position plays a key role in driving talent strategy - enhancing employee engagement and fostering leadership development within business. The role is accountable for identifying, attracting, and retaining top talent, thus, ensuring the organization is equipped with the necessary skills and capabilities to meet its operational and strategic goals.
• The role partners with leaders to develop and execute effective talent management programs, including workforce planning, performance management, learning and development, succession planning, and employee engagement initiatives.

RESPONSIBILITIES

Talent Acquisition & Workforce Planning

• Collaborate with senior leadership to identify current and future talent needs based on business goals and strategic initiatives.
• Manage the recruitment process by working closely with HRBPs and hiring managers to ensure the right candidates are identified, and selected

Performance Management

• Develop a Performance Management strategy and philosophy for the Group
• Develop and implement performance management frameworks that align with the company's business objectives.
• Monitor performance metrics and provide recommendations for continuous improvement of the PM process

Learning & Development

• Identify training needs by working with leaders to ensure employees have the necessary skills and knowledge to perform their roles effectively.
• Design, coordinate, and implement training programs, particularly those focusing on technical, safety, and regulatory compliance training in the oil and gas sector.
• Develop talent pipeline programs including Graduate Trainee Program
• Track the effectiveness of training and report ROI on training programs and suggest improvements as necessary.

Leadership Development & Succession Planning

• Work with senior management to design and implement leadership development programs that prepare high-potential employees for leadership roles that deepens the talent bench.
• Establish and maintain a succession planning framework that ensures talent availability for critical roles
• Identify high-potential talent within the organization and develop strategies for their retention and growth.

Employee Engagement & Retention

• Develop and implement strategies to enhance employee engagement ensuring high retention rates, particularly for key personnel in the organization
• Foster a culture of continuous improvement, safety, and innovation, aligning with the company’s values and objectives.
• Conduct regular employee surveys and feedback sessions to monitor engagement levels and implement corrective actions as necessary.

HR Analytics & Reporting

• Utilize HR metrics and analytics tools to track and report on talent management initiatives and outcomes.
• Provide recommendations based on data to improve workforce planning, development, and overall organizational performance.

ACCOUNTABILITIES

• Development and management of succession plan
• Accountable for annual manpower plan
• Development and implementation of training and leadership programs
• Attraction and selection of the right candidates
• Fit-for-purpose development plan
• Accountable for the talent pipeline programs

KEY PERFORMANCE INDICATORS (KPIs):

Talent Acquisition & Pipeline Development:

• Time-to-Fill Key Roles – Hiring turnaround time
• Quality of Hire – Percentage of new hires who perform well post-hire.

Succession Planning & Leadership Development:

• Succession Plan Coverage – Percentage of critical/key roles with identified successors.
• Availability of succession plan
• ROI on Leadership Development Programs
• Internal Promotion Rate – Percentage of roles filled by internal candidates.

Learning & Development:

• Training Completion Rate – Percentage of employees completing talent development initiatives or training programs.
• Feedback on service providers – post-training feedback from participants
• ROI on Training programs -Skill Gap Reduction – Percentage reduction in identified skill gaps through training and development.
• Percentage of Employees Meeting Development Goals – Percentage of employees achieving agreed-upon development goals.

Employee Engagement & Retention:

• High-Potential Retention Rate – Retention of identified high-potential employees.

Performance Management:

• Completion Rate of Performance Reviews – Percentage of employees who complete performance reviews on time.
• Performance Calibration Participation – Engagement in the process of calibrating and assessing overall performance ratings across teams.

Talent Mobility & Internal Mobility:

• Internal Job Movement Rate – Percentage of employees moving to new roles within the organization.
• Mobility Success Rate – Success rate of employees that transitioned into new roles, as measured by performance in new roles after 12 months.

Collaboration & Stakeholder Engagement:

• Stakeholder Satisfaction – Feedback from hiring managers and business leaders on talent management support.

SKILLS AND EXPERIENCE

• Minimum 8 years of experience in talent management, human resources, or a related field, preferably within the oil and gas or similar high-risk industries.
• Professional HR certifications (e.g., ACIPM, SHRM-CP, PHRi, or similar) are desirable.
• In-depth knowledge of talent management principles, performance management systems, and leadership development programs.
• Experience working with senior leadership teams in a large, complex organization.
• Strong understanding of the oil and gas industry’s workforce requirements,
• Proficiency in HR software and systems (HRIS, applicants tracking systems, learning management systems).
• Strong analytics skills, with the ability to utilize HR metrics to guide decision-making.
• Strong interpersonal and communication skills and strong organizational skills, and the ability to manage multiple projects simultaneously.
• Ability to adapt to changing business environments and work in a fast-paced, dynamic industry.
• Strategic thinker with a results-driven approach to talent management.
• Proactive and solution-oriented, with a passion for fostering growth and development in others.
• Ability to build relationships with diverse teams and stakeholders to influence and drive talent initiatives.

QUALIFICATION REQUIREMENTS

Qualifications include:

• Bachelor’s degree in human resources, Business Administration, Industrial Psychology, or related field. A Master's degree is a plus.

KEY INTERFACES

• Leaders and line Managers
• Employees
• HRBPs
• Team leads
• L&D Service Providers