Talent and Performance Management

• Proactively influence the design and development of strategic talent and performance management frameworks, tools & solutions that meet business needs
• Collaborate with senior leaders in the region, interrogate the region’s strategic priorities and determine resourcing and talent requirements to deliver organisation results
• Engage with regional business leaders; stay ahead of key talent market changes, organisation strategy and emerging patterns and adapt/evolve the talent management approach accordingly

Talent and performance management processes and tools

• Drive effective and impactful talent acquisition, assessment, deployment, development and review processes and practices across the region. This includes local & regional sourcing, appropriate assessment processes and instruments, succession planning and talent review processes
• Align common frameworks and tools across the region, as appropriate
• Drives the implementation of the talent, performance and succession planning policy, processes and tools across the region

Robust Talent Pipeline

• Build, attract and promote a diverse & inclusive talent pipeline
• Drive the achievement of the diversity & inclusion strategy in line with company’s responsible business agenda, operating framework and strategic KPIs.

Leadership development and succession planning

•  Build a healthy succession plan for critical positions matched by appropriate development plans and solutions  
• Coach, leads and drives initiatives designed to build leadership, talent and performance management capabilities with HR Business Partners and Line Managers

Organisational Development

• Develop regional OD priorities and plans, to enable implementation of regional change and capability building initiatives
• Facilitate and build a continuous learning environment
• Actively influence the HR Strategy to support the organisation’s growth agenda
• Supports the HRD and leadership team to achieve the desired shift in culture through coordinated OD initiatives and touch points with other parts of HR (HRBPs, Rewards, IR)
• Provide specialist OD guidance to senior leaders on strategic projects and challenges in each area.

Organisational Design

• Identify key strategic drivers for change in the region
• Actively support the identification and scoping of organisational capabilities (including detailed design of processes, systems, skills, governance mechanisms and culture) to facilitate delivery of the business strategy over the short, medium and long term
• Work with leadership to design optimal organisation structures in line with the organisational development in Africa, informed by strategy
• Articulate appropriate resourcing and capability building techniques/mechanisms
• Lead the planning of regional change and capability building initiatives ▪ Share OD best practice & guidelines

Change Management

• Deploy and leverage appropriate tools to support both in country and regional change processes in line with market and group guidelines
• Provide specialist guidance to business leaders on change and capability challenges  
• Provide specialist support for each area’s change projects, and shares learnings across the region  
• Actively coordinate the implementation of significant local and regional change, including working with regional and local HR/OD partners to support change impact analyses and effective management of people impact
• Maintain effective stakeholder engagement and interaction to enable effective prioritisation of regional change management of interdependencies and minimize disruption

Organisational Effectiveness

• Work with ‘levers’ in the region to improve organisational effectiveness and performance
• Support creation and entrenchment of a culture of continuous learning, improvement and alignment around shared goals
• Facilitate the development of focused improvement plans across the region
• Deploy Talent & Performance Management as a driver of transformation, driving the right behaviours and business prioritisation for optimal performance
• Identify and provide solutions for organisational challenges

KNOWLEDGE, SKILLS & EXPERIENCE REQUIRES

• Bachelor's Degree, with post graduate HR qualification, or equivalent from a reputable institution
• Added advantage: Master's degree in Business, Social & Behavioural Sciences, Organizational Development
• 6 years of relevant work experience of which at least 3 years of experience in a senior leadership position.
• Broad knowledge of learning, development, talent and OD strategies
• Measurement, assurance and improvement of return on Investment (ROI) on talent processes/practices
• Experience implementing succession plans and driving the development agenda
• Experience in developing & implementing talent, recruitment and retention strategies that have secured and retained high calibre candidates.
• Fluent spoken and written English; Amharic and/or French would be an added advantage
• Experience in developing appropriate learning interventions and course content for training programs
• Experience of leading projects in complicated stakeholder/organisational environments
• Experience in planning, managing and anchoring large change initiatives that require coordination across a number of elements [organisation, measures, processes, etc.]
• Experience supporting a fast-growing workforce of 1000+ employees across multiple geographies