Manager – Performance & Talent Management at Frank Management Consult Ltd

Job Purpose

This strategic role is pivotal in cultivating a high-performance culture throughout the organization. You will be accountable for formulating and executing comprehensive talent and performance management strategies. This includes fostering a positive and engaging work environment, while ensuring robust employee development programs are in place to support continuous growth and excellence. The role is also responsible for deputizing the Senior Manager, HR and Admin, and in their absence, assuming full leadership of the HR team.

Key Responsibilities

• Data-Driven Talent Strategy: Analyze workforce data to identify current, required, and future skill gaps, and develop comprehensive talent development strategies (sourcing, onboarding, reskilling, upskilling, multiskilling, leadership development, career development, and succession planning) aligned with business needs across Operations, Services, and Commercial sections.
• Partnership & Alignment: Collaborate with HR Business Partners (HRBPs), business leaders, and the Culture and Engagement Officer to ensure talent development strategies:
  • Address critical skill gaps, particularly those identified for critical roles (Group A).
  • Foster a culture of high performance and engagement.
  • Support the organization's strategic goals.

Talent Acquisition, Recruitment, Selection, and Separation:

• Develop and implement effective talent acquisition strategies to attract and retain high-quality candidates.
• Oversee the recruitment and selection process, ensuring adherence to company policies and legal requirements.
• Manage separation processes, including exit interviews and offboarding procedures.
• Enlarge the scope of sourcing by going directly to alternative media and referral programs.
• Maintain a databank of potential employees with skills of interest from jobs advertised in alternative media and referral programs.
• Follow up on critical resignations and implement strategies to gauge the possibility of return.
• Conduct external talent mapping for critical and important roles, in collaboration with recruiting agencies.
• Conduct half-yearly career review discussions with relevant staff.
• Develop partnership with colleges and universities offering courses of interest to nurture and develop students as part of future labour market.
• Establish and maintain a talent mapping framework in the organization using a 9-grid matrix and a skills-based framework.

Critical Role Management (Group A):

• Critical Role Identification: Partner with business leaders to identify and define the competencies and skills required for critical roles (Group A) aligned with Pwani Oil's strategic goals.
• Performance Management for Critical Roles: Design and implement a comprehensive performance management framework for Group A employees, ensuring clear objectives, regular feedback, and data-driven development plans focused on closing skill gaps and enhancing leadership potential.
• Development of Critical Talent (Group A): Develop programs to coach and develop Group A employees to optimize their performance, leadership potential, and strategic thinking.
• Critical Role Performance Analysis: Analyze performance data from Group A to identify trends, skills gaps, and opportunities for development within critical roles, informing future talent development strategies.

Succession Planning & Development (Group B):

• Succession Planning Leadership: Lead a proactive approach to succession planning for critical roles (Group A).
• High-Potential Identification: Identify high-potential employees (Group B) with the talent and potential to succeed into critical roles (Group A).
• Targeted Development for Successors: Develop and implement targeted development plans for Group B employees, focusing on the specific skills and experiences required for critical roles. Utilize various development methods like mentoring programs, stretch assignments, and leadership development programs to equip Group B employees for future leadership.
• Successor Progress Tracking: Track the progress of Group B employees through regular performance reviews, development discussions, and assessments.
• Succession Pipeline Management: Recommend promotions or development opportunities for high-performing Group B employees to ensure a smooth transition into critical roles, maintaining a strong succession pipeline.

Talent Pool Development (Group C):

Future Leader Identification: Design and implement programs to identify and nurture high-potential employees (Group C) with the potential for future leadership roles beyond critical roles

• Long-Term Talent Needs: Partner with HRBPs and business leaders to identify long-term talent needs and develop strategic talent development programs aligned with Pwani Oil's future goals, building a robust talent pipeline.
• Leadership Development Programs: Collaborate with the Learning & Development team to develop and deliver leadership development programs targeted at building a strong pipeline of future leaders (Group C).

Performance Management:

• Performance Management System: Design, implement, and manage a comprehensive performance management framework that is:
  • Fair and transparent.
  • Focused on continuous improvement.
  • Aligned with organizational goals.
  • Supported by effective performance management tools, including performance contracting.
• Performance Management Processes:
  • Develop and oversee the performance appraisal process.
  • Establish and manage performance cycles, including regular reviews and feedback sessions (Daily Discipline Indicators (DDI), Results Objectives & Ideas (ROI), One on One meetings. Results Objectives Plan and Execution (ROPE).
  • Implement performance contracting to ensure clear expectations and accountability, cascading performance goals throughout the organization.
  • Regularly review and update performance management policies and procedures.
• Performance Culture & Employee Development:

Collaborate with the Culture and Engagement Officer to integrate performance culture initiatives into employee engagement strategies.

Talent Management:

• Skilled in creating and managing talent acquisition strategies.
• Proficiency with talent assessment and management tools.
• Experience in implementing succession planning and talent pipeline development.
• Ability to conduct competency mapping and skills gap analysis.
• Expertise in leveraging data analytics for talent identification and retention.

Career Pathing:

• Ability to design career path frameworks and models.
• Experience in developing and mapping career progression plans.
• Skill in customizing career paths based on individual and organizational needs.
• Competence in integrating career pathing with learning and development initiatives.
• Proficiency with software and tools for career path visualization and tracking.

Career Development Plans (CDP):

• Expertise in crafting personalized career development plans (CDPs).
• Ability to facilitate mentorship and coaching programs.
• Experience in identifying and implementing relevant training and development opportunities.
• Skill in monitoring and evaluating career development progress.

Skilled in ensuring alignment of CDPs with long-term organizational goals

Change Management:

• Leading Organizational Change Initiatives: Ability to lead and facilitate organizational change initiatives to adapt to evolving industry trends and market demands.

Leadership & Development:

• Leadership Development: Capable of developing and delivering leadership training programs to equip managers with the skills to lead and motivate high-performing teams.
• Coaching & Mentoring: Proficient in providing coaching and mentorship to HR team members and high-potential employees within the organization.
• Succession Planning: Skilled in identifying, developing, and preparing future HR leaders for key positions.

HR Partnership & Innovation:

• Business Acumen: Understanding of the FMCG industry and its specific HR challenges to develop innovative and cost-effective HR solutions.
• Data-Driven Decision Making: Competence in utilizing data and analytics to inform HR decisions and demonstrate the impact of HR initiatives on the business.
• Building Strong Relationships: Ability to build strong relationships with business leaders across the organization to ensure HR is a strategic partner in achieving business goals.
• Project Management: Expertise in managing complex HR projects effectively and efficiently.

Technology & Systems:

• HR Information Systems (HRIS): Proficient in understanding and utilizing HRIS to streamline HR processes and optimize talent management.

Knowledge

• Industry Knowledge: Understanding of the edible oil manufacturing, home and personal care products, and cosmetics industries, including market trends, challenges, and regulations specific to these sectors.
• Instructional Design (ID) Knowledge: Proven ability to design and develop engaging and effective training programs using adult learning principles. Experience with needs assessment, learning objectives development, instructional methods selection, and content creation. Familiarity with various instructional methods (e.g., instructor-led training, eLearning, blended learning). Understanding of learning management systems (LMS) and authoring tools for eLearning content development.
• Performance Management: Strong understanding of performance management frameworks and strategies.
• Labor Laws and Regulations: In-depth knowledge of labor laws and regulations applicable to manufacturing and consumer goods industries, including laws related to employment, health and safety, and employee rights.
• HR Best Practices: Proficiency in HR best practices tailored to the manufacturing and consumer goods sectors, including recruitment, talent management, performance management, and employee relations.
• Compensation and Benefits: Knowledge of compensation and benefits structures relevant to the industry, including benchmarking against industry standards and designing competitive compensation packages.
• Diversity and Inclusion: Understanding of diversity and inclusion principles and their application in a manufacturing and consumer goods setting to promote a diverse and inclusive workplace.
  • HR Technology: Familiarity with HR technology systems commonly used in the industry, such as HRMIS, and recruitment software, to streamline HR processes and data management.
  • Employee Relations: Experience in managing employee relations issues specific to manufacturing and consumer goods industries, including employee relations, disciplinary procedures, and conflict resolution.
  • Change Management: Ability to lead and manage change initiatives within the organization, such as restructuring, mergers, or organizational culture changes, to ensure smooth transitions and employee engagement.
  • HR Analytics: Experience with HR analytics and reporting to track key HR metrics, analyze trends, and make data-driven decisions to improve HR processes and strategies.
• Regulatory Compliance: Ensuring compliance with relevant industry regulations and standards, such as health and safety regulations, labor laws, and industry-specific certifications.

Qualifications - Required education, certifications, and relevant training.

• Bachelor’s degree in human resources management, Business Administration, Instructional Design or a related field is preferred.
• Minimum 5+ years of experience in performance management and talent management in a Manufacturing enviroment a Must.
• Experience in developing and delivering training programs