General Information
AGL (Africa Global Logistics) is the leading multimodal logistics operator (port, logistics, maritime and rail) in Africa. The company is now part of the MSC Group, a leading maritime and logistics company. Thanks to its expertise developed over more than a century and to more than 23,000 employees in 49 countries, AGL provides its African and global customers with global, tailor-made and innovative logistics solutions, with the ambition of contributing to the transformation of Africa in a sustainable way. AGL is also present in Haiti and Timor.
Are you looking for a rewarding experience in an international environment? Do you want to make an impact in a company that puts Africa at the heart of its project? Join AGL, the leading multimodal logistics operator on the African continent!
Profile
TALENT MANAGEMENT
Talent Acquisition & Retention Lead - SAREG M/F
Contract
PERMANENT
Location Job
Africa, South Africa, JOHANNESBURG
Full time
Job Purpose
The Talent Acquisition & Retention Lead is tasked with overseeing the comprehensive value chain of Talent Management and Learning & Development within the SAREG region. This pivotal role contributes directly to the organization's success by establishing robust internal and external talent pipelines, promoting high-performing employees, and ensuring the effective delivery of functional training and development programs. The incumbent will coordinate, consolidate, and manage all Talent and Development initiatives, focusing on metrics and execution to drive organizational performance.
Job Function
- High Potential Management and Leadership Development: Identify and cultivate high-potential talent through tailored coaching and training programs aimed at empowering key personnel.
- Strategic Talent and Development Initiatives: Design and execute organizational strategies informed by external trends and best practices, ensuring alignment with AGL's mission and objectives.
- Culture of Excellence: Support the creation and maintenance of an organizational culture that emphasizes performance excellence, personal investment, and unwavering commitment among teams.
- Leadership Development Implementation: Proactively drive the implementation of leadership development initiatives including the creation of career paths, learning pathways, competency definitions, critical learning interventions, and requisite systems to support employee growth.
- Full Employee Lifecycle Management: Implement talent initiatives that span the entire employee life cycle, ensuring a seamless and engaging experience from induction to long-term career development.
- Attractive Employee Value Proposition: Develop and promote a compelling employee value proposition aligned with organizational objectives to enhance employee retention and satisfaction.
- Talent Pipeline Management: Build and manage a proactive and comprehensive talent pipeline to address resourcing and succession planning needs effectively.
- Induction and Orientation Programs: Ensure effective induction, orientation, and deployment of new staff to facilitate smooth transitions into the organizational structure.
- Innovative Learning and Development Policies: Establish and implement innovative policies and programs that focus on developing necessary skills, supplemented by robust monitoring mechanisms to track progress and effectiveness.
- Diversity, Equity, and Inclusion Strategy: Design a development approach that aligns with the organizational Diversity, Equity, and Inclusion strategy, promoting an inclusive workplace culture.
- Self-Learning Culture: Foster a culture of self-learning by leveraging modern learning platforms such as LinkedIn Learning and other e-learning tools to encourage continuous development.
External Partnerships Management
Actively manage relationships with external partners, including universities, job boards, and recruitment agencies, to bolster talent acquisition efforts and visibility in the job market.
Annual Learning Calendar & Development Plans
Plan and implement an annual learning calendar, ensuring alignment with insights from the annual career committee report and organizational strategic objectives.
Working Relationships
Internal:
Country Managers, HR Managers, Heads of Business Units
Skills & Experience
- A minimum of 6 years of experience in a Human Resources corporate or consulting environment, with at least 3 years focused on talent acquisition and assessment.
- Proven ability as a change catalyst and expert in talent pipeline management and acquisition.
- Strong background in performance management and leadership development.
- Exceptional coaching and mentoring abilities, complemented by project management, vendor management, strategic thinking, and problem-solving skills.
- Adaptability and resilience in a rapidly changing environment.
Minimum Education and Experience Requirements
- A bachelor's degree in human resources, Industrial Psychology, business administration, or a closely related field is strongly preferred.
- Demonstrated experience as a Talent Acquisition Manager or in a comparable role, with a proven track record of successfully implementing recruitment strategies.
- Comprehensive understanding of recruitment strategies and industry best practices to maintain a competitive advantage in talent acquisition.
- Exceptional interpersonal and communication skills to effectively cultivate and sustain relationships with candidates, hiring managers, and external partners.
- Proficient in utilizing applicant tracking systems and other recruitment software to enhance the efficiency of the recruitment process.
- Strong organizational and time management abilities to effectively plan and execute recruitment initiatives.
- Capability to analyze existing recruitment data and relevant metrics to inform and guide hiring decisions.
- Familiarity with labor laws and regulations to ensure compliance and uphold ethical recruitment standards.
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