Manager- Talent & Performance

Department

Talent Development

Shift Scheduling

Not Applicable

General Summary

The Manager Talent & Performance is responsible for the design, development and administration of the company’s Performance Management system, process and best practices, employee’s development plans, competency framework maintenance and update and career development processes as well as implementing a coaching and mentoring framework. The Manager Talent & Performance is also responsible for the research, design and implementation of appropriate assessment tools and centers to map and identify talent for pipeline, HiPo program and succession planning. Work with the L&D team for the design of appropriate executive and successors development plans.

Essential Duties and Responsibilities

Manage, develop and continually improve the performance management system, process and practices  Acquire, develop and contract the appropriate talent assessment tools, assess and map talent  Manage the succession plans and critical roles identification along with designing the appropriate development plans Performance Management  Manage the Performance Management Cycle by facilitating the objective setting, performance reviews, and performance coaching, etc.  Assess with supervisors / line managers the annual performance appraisal ratings in order to determine training and development needs of employees for the upcoming year.  Coordinate with line managers on all matters related to new employees such as initial performance objectives, orientation to position duties, provision for job coach / mentor and / or job training necessary to ensure smooth onboarding strategy and to help employees to meet performance objectives successfully during probationary period.  Manage the calibration process ensuring compliance with internal policies and procedures  Manage the LMS for creation and maintenance of performance data information and provide relevant reports, data and insights Talent Management  Research, acquire and deploy appropriate assessment tools to measure talent potential, readiness and gaps  Create and implement a talent pipeline and HiPo program.

Essential Duties and Responsibilities(Contd)

 Manage the identification of critical roles and suitable successor, align stakeholders on the readiness and gaps  Design appropriate development plans and learning solutions to support the readiness of the successors and talent pipeline.  Update and maintain the competency framework and its alignment with the jobs and roles.  Stay up-to-date with the latest trends in talent management and leverage best practices to drive continuous improvement  Provide reports and analysis for the company talent outlook and health Coaching and mentoring  Create and implement a coaching and mentoring framework  Design with the L&D team the appropriate training and certification for internal coaches and mentors  Create and maintain the appropriate matrixes for internal coaching and mentoring pairing, progress and effectiveness  Identify external coaches and executive coaches align to company strategy for senior and executive leadership

Additional Duties and Responsibilities

Recommend incentive and retention plans for top and critical talents  Drive a culture of performance differentiation and continuous improvement  Provide coaching, guidance and mentoring as required to enhance the internal capabilities of the team and ensure the achievement of established objectives and plans.  Carry out performance appraisals for subordinates according to planned schedules and recommend necessary actions as per the applied practices.  Ensure coordination with other departments to facilitate the accomplishment of tasks and responsibilities, as and when needed.  Perform any other tasks assigned by Line Manager

Knowledge, Skills and/or Abilities required

Leaning needs analysis and skills gaps identification  LMS management, reporting and analysis  Trained / certified to interpret talent assessment reports  Talent assessment tools and practices  Training solution creation and instructional design  Digital learning design, drive, management  Strong training administration skills and strong supervisory skills  Good communication and leadership skills is a must  Ability to work across diverse cultures and styles at all levels of the organization, to cultivate and maintain strong relationships in building consensus and support.  Project management skills, successful teaming with colleagues, and a strong results orientation.  Excellent IT skills

Minimum Education Qualification (Education Degree)

Any preferred professional training

Professional Experience (Must haves)

Total Experience 12-15 years, included 7 – 10 Years of relevant experience.

Previous Experience/exposure Recommendations

Key Performance Indicators

Meet short term and long-term targets for company in regard to Performance management cycle & Career Development.  Establish training and career development monitoring & tracking system.  Ensure proper budgeting for the departments.  Provide MIS report on the talent development progress and measure of learning impact  Review and Recommend improvement to ensure the quality and adherence to policies and procedures.  Effectiveness of the internal coaching and mentoring program

Behavioural Competencies

Technical Competencies

Working Condition Requirement