Head, Talent & Strategy Management at Alan & Grant

Alan & Grant -  Our client is an indigenous nonprofit institution that works to accelerate positive health, social and economic reforms through high quality program design and implementation, capacity building, implementation science research and knowledge generation, as well as agenda setting and stakeholder convening across human development sectors.

They are recruiting to fill the position below:

Job Title: Head, Talent & Strategy Management

Location: Abuja (FCT).

Job Summary

• The Head, Talent & Strategy Management will provide overall leadership to the human resource management.
• She/he will manage and coordinate organization-wide efforts to ensure that performance management (PM) and quality improvement (QI) programs are developed and managed using a data-driven focus that sets priorities for improvements aligned to ongoing strategic imperatives.
• This position will also conduct full life cycle recruitment in sourcing the best talent as well as maintaining effective programs for retention, promotion and succession planning

Key Responsibilities
As an institutional leader and a core part of the Management Team, the incumbent will be required to contribute substantially to organizational strategy and management in ways including, but not limited to:

• Identification and execution of institutional strategic priorities for organization that align with the mission and values and that are responsive to the evolving trends in the human capital development sectors;
• Support for executive management as needed with institutional representation; business development and brand management; planning and budgeting; people development, and general leadership and oversight for the organization.

As a department head , he/she will be required to provide effective leadership for the department in ways including, but not limited to:

• Working with senior management to achieve a fit-for-purpose but efficient department, including a revised organogram and staffing / capability requirements
• Identification of strategic priorities for each function in the department, and development of costed annual departmental implementation plans;
• Custody of departmental policies, processes and tools, including periodic updates and revisions as necessary to meet institutional needs. These include company’s HR policy and employee manual; performance review policy and procedures; office dress code; employee code of conduct; travel policy and procedures; ICT equipment usage policy and procedures; procurement policy; office and field security policies and protocols, etc.
• Management and supervision of departmental staff, including supporting recruitment and retention, assignment of job functions and KPIs, learning and capacity building, and performance management.
• Maintaining and managing adherence to health and safety policies and procedures and ensuring compliance and adherence to all relevant legislation.

Technical Responsibilities
Talent management strategy and planning:

• Development and execution of a robust and measurable talent acquisition and retention strategy;
• Short, medium and long term strategic human resource planning and budgeting in sync with organizational growth and expansion plans, ensuring the right talent is ready at the right time, to meet current and future staffing needs.
• Developing effective strategies for identifying skills gaps within the workforce
• Development and implementation of training and development programs that directly support the strategic goals.
• Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies

Employee life cycle management
Sourcing and Recruiting:

• Developing and implementing creative but cost-efficient strategies to identify, source, assess and hire the best local and international talent to meet changing and evolving organizational needs

Learning and Development
Revamping and improving staff L&D initiatives, including:

• Implementing a comprehensive in-house professional development program that includes periodic training needs assessment; new staff onboarding and orientation; revamping the in-house Leadership Development Program (LDP); staff mentoring program; etc.;
• Identification of and implementation of appropriate internal and external training opportunities for all cadres of staff;
• Working with Program Directors to anticipate project staffing requirements and planning staff placements to satisfy both employee professional development needs and project needs;

Performance Management:

• Review of current staff performance evaluation framework for appropriateness for different cadres of staff and, if needed, revision as appropriate;
• Creating a standardized system of team management tools and processes for company's program and operations teams, such as standardized and enforced templates for team and individual staff objectives;
• Working with Unit Managers, Program Managers and Program Directors to ensure timely and objective performance evaluations for every staff;
• Ensuring and tracking follow through of review recommendations for all staff;
• Flagging and ensuring key professional development actions when due, such as promotions, internal or external training, probation or disciplinary actions.

Employee Retention:

• Designing and executing management strategies aimed at increasing staff retention and minimizing middle management turnover, including but not limited to:
• Establishing and implementing a system to systematically gauge the pulse of employees at every level to identify and address any employee satisfaction issues (e.g., team barometers);
• Periodic systematic reviews of company's remuneration and benefits packages for competitiveness and appropriateness, and administration of all employee benefits;
• Working with all of the Executive Management Team to ensure consistent role modeling and frequent messaging of the organizational culture, values and objectives;
• Institution and management of appropriate inclusive, gender-sensitive and family-friendly organizational culture and lifestyle enhancing initiatives, such as flex-schedule, flex-travel, work-from-home, office happy hours and other social/team building events;
• Strengthening organizational value proposition to all cadres or employees and building a ‘great place to work’ brand for the company.

Employee exit / Off-boarding:

• Proactively managing employee exit from the company to enhance organizational image and learning
• Working with Knowledge Management and Learning (KML) to conduct detailed exit interviews for all departing staff
• Maintaining a comprehensive and up to date database of alumni including contact information; and organizing of periodic alumni engagement initiatives.

Talent / HRM data management for SMT decision support:

• Establishment and maintenance of a comprehensive electronic talent / HR database, to include a wide array of relevant records on staff such as up-to-date personal records, demographics, tenure, academic and on-the- job training, performance, project experience, etc.;
• Regular analysis and presentation of talent/HR data to support EMT decision-making and organizational planning, and incorporation of relevant electronic dashboards/summaries into ERP.

Requirements
Core requirements:

• Compelling evidence of interest in and commitment to the mission of the company
• Commitment to helping build the organization for a minimum of two years in the role;
• Demonstrated strong strategic thinking, problem solving and thought leadership abilities;
• Advanced computer usage skills with proficiency in Microsoft® Word, Excel, PowerPoint;
• Experience with Human Resources Information Systems (HRIS) and Enterprise Resource Planning (ERP) platforms;
• Ability to lead others in assuring existing or new, upcoming communication tools and media channels are fully leveraged to assure proper communication;
• Ability to rewrite or edit complex communications products for purposeful structure, clarity of ideas, and the logical persuasive presentation of content

Education and Experience

• Academic training: Minimum of Masters’ degree in Management, Human Resource Management, Organizational Psychology, Business or similarly relevant field;
• Professional credentialing: Appropriate national and international professional qualifications in human resource management;
• Experience: Minimum of 10 years progressive experience in varied aspects of human resource or talent management in verifiable and reputable establishments (e.g., employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety,employee engagement, and employee development). Experience of delivering organisational efficiencies. Exceptional research, writing, editing, verbal and interpersonal communication skills; some of the recent experience must be at a senior or strategic level;
• Consulting experience: in strategy, corporate services, HR or organizational psychology in major consulting firm a major plus.

Application Closing Date
Not Specified.

Method of Application
Interested and qualified candidates should:
Click here to apply online