Duties and Responsibilities
Talent Management | HUMAN RESOURCES | GENERAL
Design enterprise talent management strategies.
Succession Planning | HUMAN RESOURCES | LEARNING AND DEVELOPMENT
Lead the development and delivery of enterprise succession planning methods and processes to meet business needs. Provide guidance and personal coaching to the senior leadership team on implementation in their organizations and in applying these processes with their direct reports.
Learning and Development (L&D) Program Design | HUMAN RESOURCES | LEARNING AND DEVELOPMENT
Design and manage the development of enterprise learning and development (L&D) programs (e.g., leadership development) to meet individual and organizational learning needs within specified timescales and resources; identify and incorporate appropriate L&D methodologies and delivery channels; oversee the development of content to support high levels of learner engagement and achievement of learning outcomes.
Strategy Formation and Implementation | STRATEGIC OR CORPORATE PLANNING | STRATEGY AND POLICY DEVELOPMENT
Develop enterprise talent and learning strategy, anticipating complex issues, challenges, and opportunities. Ensure the strategy is successfully implemented and meets mediumterm business needs.
Leadership and Direction | GENERAL | LEADERSHIP AND SUPERVISION
Identify and communicate the actions needed to implement the enterprise Talent and Learning strategy; explaining the relationship to the broader organization's mission, vision, and values; motivate Human Capital team and group leaders to commit to these tenets and achieve business goals.
Integrate Diverse Perspectives | GENERAL | LEADERSHIP - INCLUSIVE LEADERSHIP
Integrate talent, career, and learning priorities into a cohesive operating model that accelerates organisational capability and supports business growth. Drive the integration in these practices building commitment for the execution of decisions that consider and balance the needs of diverse stakeholders and managing conflicts that may arise.
Organizational Capability Building | GENERAL | LEADERSHIP AND SUPERVISION
Evaluate the capabilities of staff within the department to identify gaps and prioritize development activities. Implement the organization's formal development frameworks within the area of responsibility. Coach and mentor others to support the development of the organization's talent pool.
HR Data Analytics and Insights | ANALYTICS AND DATA SCIENCE | DATA SCIENCE
Lead the development of HR insights at a national business level or international business unit level to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.
Digital Culture Creation | GENERAL | LEADERSHIP - DIGITAL LEADERSHIP
Lead the execution of transformational projects intended to create a digital culture across the organization, championing collaboration and new and digital-enabled ways of working.
Stakeholder Engagement | GENERAL | COMMUNICATION/RELATIONSHIPS
Identify and manage stakeholders up to and including top management level, finding out their needs, issues, and concerns regarding Talent and Learning and reacting to them by leading and coordinating the development of stakeholder engagement plans to support the communication of business information and decisions.
Information and Business Advice | GENERAL | ADVICE
Provide authoritative specialist advice to the leadership team of a small or nationally based organization or subsidiary to guide the implementation of policy and the design and implementation of projects and change initiatives.
Regulatory and Compliance Management | CORPORATE AFFAIRS | REGULATORY AND REGISTRATION
Monitor and manage a wide range of activities of a significant team, ensuring compliance with regulatory requirements by liaising with all internal risk management functions while supporting the development and implementation of the organization's compliance policy.
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