The HR Manager (Talent Management & OD) is responsible for the organizational development, talent management, culture, learning, recruitment, and engagement & retention activities at the country level.
Responsible for country-wide design, governance, and delivery of:
- Managing a diverse talent pool of Employees and supporting 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 RESPONSIBILITIES
Talent and Performance Management
- Develop 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 keeps 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 analyze data and work on action plans derived from this process.
- Identification and follow-up with Key People.
- Succession Planning.
- Nomination and validation of new Boosters, coordination with Hub Talent managers.
Career Discussions / Individual Development Plans
- Manage 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 Assessment
- Develop psychometric and competence assessment processes to ensure the standardization of criteria used for assessment.
- Ensure compliance with HPCSA code of practice, standards, and legislation.
- Continuously monitor the utilization of assessment material to ensure standardized delivery of assessments within legal and policy standards.
- Management of preferred providers.
Job Design
- Drafting roles to obtaining sign-off within the governance framework.
People Management
- Review and approve labor 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 & Development
- Develop 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 the country.
- Manage SEZAME (e-learning) platform.
- Manage and coordinate the coaching needs.
- Design and develop a mentorship governance framework.
- Report on mentoring relationships.
- Guide and advise the business on mentorship best practices.
Engagement Surveys
- Manage and coordinate the ENGIE&Me (employee engagement survey).
- Manage and coordinate the wellbeing activities.
- Teambuilding activities.
Diversity Equity and Inclusion
- Manage, animate, and coordinate the DEI Roadmap and Fifty Fifty Program, WiN (Women in Network) across SA.
- Support cultural transformation through deployment of Group programs , Engie Ways of Working, Engie Ways of Leading across SA.
OUTCOME, RESULTS AND KEY PERFORMANCE INDICATORS
- Talent and Performance management.
- People Position Review (PPR).
- Career Discussions.
- Employee assessment.
- Engie Ways of Leading & Working (EWOL & EWOW).
- Diversity Equity and Inclusion.
QUALIFICATIONS, EXPERIENCE AND SKILLS
Qualification & Experience
- Degree in Human Resource Management /Industrial Psychology.
- Registration 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 Knowledge
- Change management.
- Legislative requirements.
- Talent management.
- Performance management.
- Adhering to principles & values.
- Relating and Networking.
- Persuading and Influencing.
- Writing And Reporting.
- Presenting and Communicating Information.
- Applying Expertise and Technology.
- Analyzing.
- Learning and Researching.
- Creating and Innovating.
- Delivering results and Meeting Customer Expectations.
- Achieving Personal Work Goals and Objectives.
- Entrepreneurial and Commercial Thinking.
Language
Location / travel
- Location: Johannesburg, Republic of South Africa.
GENERAL RESPONSIBILITIES
- Adheres 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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