HR Manager (Talent Management & OD)PURPOSE OF THE ROLEThe HR Manager (Talent Management & OD) is responsible for the organizational development, talent management, culture, learning, recruitment and engagement & retention activities at country level.Responsible for country wide design, governance and delivery of:Managing a diverse talent pool of Employees and support them to grow to their full potential and contribute to the HR strategy of the company.Drive implementation of effective functional programs, processes and activities related to Talent Management, Learning and Development, Organizational Development, Diversity, Equity and Inclusion, Employee engagement and retention for all business.Deploy ENGIE corporate initiatives and cascade across entities of South Africa.Responsible for management and coordination of Talent and Learning modules of SEZAME.KEY RESPONSIBILITIESTalent and Performance ManagementDevelop and manage a talent and performance management framework.Design an integrated process to ensure the effective management of development programs.Provide systems and processes to business to conduct performance reviews, compile individual development plans and performance agreements.Manage the identification and implementation of succession plans.Analysis, reporting, monitoring and interpretation of data.Provide support to business during formal review cycles.People Position Review (PPR)Ensures and records ongoing performance and development conversations between Line Managers and Employees and keep a record of past performance and expectations for work moving forward.Organize and participate in the People Position Review discussions and the regional calibration process. Collate and analyse data and work on action plans derived from this process.Identification and follow-up of Key People.Succession Planning.Nomination and validation of new Boosters, coordination with Hub Talent managers.Career Discussions / Individual Development PlansManage and coordinate the development journey for the key people & talents (Boosters, key people) including 1:1 coaching sessions with participants.International or cross functional Mobility (Career Support).Employee AssessmentDevelop psychometric and competence assessment processes to ensure the standardisation of criteria used for assessment.Ensure compliance to HPCSA code of practice, standards and legislation.Continuously monitor the utilisation of assessment material to ensure standardised delivery of assessments within legal and policy standards.Management of preferred providers.Job DesignDrafting roles to obtaining sign off within the governance framework.People ManagementReview and approve labour plans around operational targets.Provide leadership and inspire team members towards high performance.Ensure team members have an Individual Performance Agreement and Development Plan in place and that it is updated timeously.Create opportunities for development through participation and involvement in new business or technology enhancement projects for team members.Provide coaching to team members on an ongoing basis.Learning & DevelopmentDevelop learning experiences that satisfy identified operational and strategic needs in the country.Management of the training budget and learning partners relationship.Develop and manage learning & development solutions across country.Manage SEZAME (e.learning) platform.Manage and coordinate the coaching needs.MentorshipDesign and develop a mentorship governance framework.Report on mentoring relationships.Guide and advise the business on mentorship best practice.Engagement SurveysManage and coordinate the ENGIE&Me (employee engagement survey).Manage and coordinate the wellbeing activities.Teambuilding activities.Diversity Equity and InclusionManage, animate and coordinate the DEI Roadmap and Fifty Fifty Program, WiN (Women in Network) across SA.Support cultural transformation through deployment of Group programs Be.U@ENGIE, Engie Ways of Working, Engie Ways of Leading across SA.OUTCOME, RESULTS AND KEY PERFORMANCE INDICATORSTalent and Performance managementPeople Position Review (PPR)Career DiscussionsIndividual Development Plans (IDP)Employee assessmentJob designMentorshipPeople managementEngagement Surveys (ENGIE&me etc)Training, Learning & DevelopmentEngie Ways of Leading & Working (EWOL & EWOW)Diversity Equity and InclusionQUALIFICATIONS, EXPERIENCE AND SKILLSQualification & ExperienceDegree in Human Resource Management /Industrial PsychologyRegistration as Industrial Psychologist with HPCSA (preferred)At least 10+ years' experience in Human Resources of which 3 should have been at a management level and experience in functional/specialist area.Technical KnowledgeChange managementLegislative requirementsTalent managementPerformance managementWork designBehavioural CompetenciesAdhering to principles & valuesRelating and NetworkingPersuading and InfluencingWriting And ReportingPresenting and Communication InformationApplying Expertises and TechnologyAnalysingLearning and ResearchingCreating and InnovatingDelivering results and Meeting Customer ExpectationsAchieving Personal Work Goals and ObjectivesEntrepreneurial and Commercial ThinkingLanguageEnglishLocation / travelLocation: Johannesburg, Republic of South Africa.GENERAL RESPONSIBILITIESAdheres to the Company Policies and Procedures.Behaves in a professional and responsible way.Lives the values of the Company.ENGIE Southern Africa (Pty) Ltd is committed to equality, employment equity, and diversity. In accordance with the employment equity plan of ENGIE Southern Africa (Pty) Ltd and its employment equity goals and targets, preference may be given, but is not limited, to candidates from under-represented designated groups. ENGIE Southern Africa (Pty) Ltd reserves the right not to make an appointment to the posts as advertised. Candidates with disabilities are encouraged to apply for positions.
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