Manager – Talent & Performance - Mombasa at MAL Consultancy

Our client is in the business of helping customers to enjoy their daily lives in confidence through their cooking, cleaning, washing and personal care quality products. Based in Kenya on the shores of the Indian Ocean (Mombasa) and with a number of well-known brands across East Africa - our client’s mission is to be an efficient, profitable and great company to work for and to do business with. They grow their business by being open, honest and fair, while investing in technology to spur success. Our client is keen on her staff as well as the community and believe in making business choices which protect our natural environment for future generations. With this background, our client seeks to recruit exceptional talent for the position of Manager – Talent & Performance based in Mombasa, Kenya.

JOB SUMMARY

The Manager – Talent & Performance will be responsible for developing and managing the talent and performance systems within the organization. S/he will oversee talent acquisition, development, and performance management processes to ensure that employees are effectively utilized and supported in their professional growth. The Manager Talent & Performance will ensure that the organization’s talent is effectively managed, developed, and aligned with its strategic objectives. S/he will cultivate a high-performance culture while fostering a positive and engaging work environment, ensuring robust employee development programs are in place to support continuous growth and excellence. This holder of this position will also be responsible for deputizing the Senior Manager HR and Administration, and in their absence, shall assume full leadership of the Human Resource team.

DUTIES & RESPONSIBILITIES

Duties and responsibilities will include but not be limited to;

Strategic Talent Management

• 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 off boarding 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

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 organization strategic goals

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

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

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.

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

• Design and implement recognition and reward programs that acknowledge and incentivize high performance

• Monitor performance data to identify trends and areas for improvement, including those related to critical roles and succession planning effectiveness

Training & Development

• Needs Assessment & Program Development: Partner with business leaders to identify training needs within their teams, with a particular focus on addressing skills gaps identified for critical roles (Group A) and development needs of high-potential employees (Groups B & C)
• Conduct skills gap analysis to identify current and future skills needs, considering the requirements of critical roles and future leadership positions
• Develop and implement a comprehensive talent development strategy encompassing training programs aligned with business needs and focused on reskilling, upskilling, multiskilling, leadership development, and career development, ensuring alignment with succession planning goals.

Learning & Development Framework

• Establish a 70:20:10 learning model framework (on-the-job learning, coaching/mentorship, and formal training) to guide talent development initiatives, including those focused on critical roles and succession planning
• Collaborate with the Culture and Engagement Officer to foster a culture of continuous learning, encouraging knowledge sharing and development opportunities for critical roles and future leaders.
• Identify and implement effective training and development programs to enhance employee skills and knowledge, with a focus on closing skill gaps for critical roles and developing the capabilities of high-potential employees (Groups B & C).

Competency & Career Development

• Establish a competency framework for all roles in the organization, encompassing business skills, functional skills, leadership skills, and organization skills
• Develop skill competency level profiles as a critical input for creating individual development plans, with a particular focus on critical roles and high-potential employees
• Establish career paths frameworks, incorporating Leadership pathways, Functional/technical pathways, and Dual Career pathways, ensuring alignment with succession planning goals.

Leadership & Talent Management

• Develop leadership programs that cultivate future leaders aligned with the organization's strategic goals, focusing on the competencies required for critical roles (Group A)
• Encourage a performance coaching culture where managers actively support the development and performance of their team members, particularly those identified as high-potential (Groups B & C)
• Provide guidance and mentorship to managers and supervisors on effective performance management and development techniques, with a focus on coaching and development for critical roles and high-potential employees.

HR Analytics and Reporting

• Utilize HR analytics to inform decision-making and improve Performance and Talent management processes
• Provide regular reports on HR metrics to senior management
• Analyze trends and metrics to develop solutions, programs, and policies.

Operational Risk Management

• Identify and manage Performance and Talent Management risks, develop risk mitigation strategies, establish contingency plans, and monitor key risk indicators to minimize disruptions and ensure business continuity.

Relieving, Team Leadership and Development

• Relieve the Senior Manager as part of career development plan
• Lead, inspire, and develop a high-performing team, providing guidance, coaching, and support.

EDUCATION SKILLS & COMPETENCIES DESIRED

• A Bachelor’s Degree in Human Resources, Business Administration, or any other related and relevant field
• Advanced certifications in HR  form IHRM, KIM or any other recognized institution)
• Seven (7) years’ experience in a Human Resource function overseeing talent and performance management strategies in FMCG mainly handling care products
• Experience: Several years of experience in HR or talent management roles, with a strong understanding of performance management and employee development practices
• Strong interpersonal and communication skills, strategic thinking, data analysis, and project management abilities
• Knowledge of HR Software and proficiency in HR management systems (HRMS) and performance management tools
• Strong Interpersonal Skills with the ability to communicate effectively with employees and management
• Strategic Thinking with the ability to align talent and performance strategies with organizational goals.