Leadership & Talent Development Manager

Minimum Requirements:Honours or Masters Degree (Industrial Psychology / Occupational Psychology / Business Psychology / HR) or related equivalent.Registered Industrial Psychologist, Business Psychologist, Occupational Psychologist, a strong advantage.Min. 7 to 10 years experience in Talent Management / Learning & Development.Min. 7 to 10 years Management experience.Proven design experience linked to leadership development, succession development and team effectiveness.Experience working in a range of geographies and across continents, a strong advantage.Competencies:Proven track record and skills (including ethics) / experience gained within a similar position(s), at a similar level.Knowledgeable about best practice leadership development, succession development and team effectiveness solutions.Ability to think strategically and deliver fit-for-purpose, cost-effective programs and solutions.Strong track record in delivering results.Effective influencing skills across various different levels in the organisation.Strong business partnering skills.Sound business acumen.Excellent planning, organising and project management skills.Self-driven, with the ability to work proactively and independently, as well as be a strong team player.Excellent communication, interpersonal and facilitation skills.Key Performance Areas:Report to the Talent Director:Champion the evolution of leadership capability, team effectiveness and succession development across the business.Partner with Business Schools in UK and Africa to provide central leadership development programmes for executive development.Develop the succession development framework, policies, tools, governance and solutions to enable succession readiness for critical roles.Provide team effectiveness framework, tools and standards to enhance team effectiveness and performance.Diagnose, select intervention and facilitate appropriate team effectiveness interventions.Develop frameworks, initiatives to enable a more diverse workforce and foster a culture of belonging.Provide employee engagement framework, tools and standards to meet future business needs.Leverage an external network of experts to deliver business-wide solutions.