Learning & Development cum HRBP ManagerHeadhunt jobs

ROLE OBJECTIVES:
- Talent Development is responsible for creation and implementation of learning and development programs that align with key business strategies and initiatives for Talentnet Corporation and subsidiaries. In this role you will have the ability to collaborate with colleagues throughout Talentnet to implement all the strategies well to harvest strong business performance.

- In addition, this position holder will work with the Human Resource Head in developing HR policies & processes and involved in other activities assigned by HR Head.

ACCOUNTABILITIES:
Talent Development:
• Design and develop the solutions to the Talent strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.
• Contribute to building capability and readiness the of organization.
• Develop talent management and succession planning and to coordinate the contributions of key stakeholders to ensure effective implementation, finding ways of identifying and maintaining internal talent pools for key roles in the organization. Maintain processes that support the sourcing of internal talent to ensure robust and actionable succession activities.
• Work with line managers and support HR Business Partners on the design and delivery of appropriate and relevant Personal Development Plans (IDP), Career Development, Leadership development programs, etc. for their staff aimed at building organizational capability.
• Develop coaching, mentoring and secondment schemes (if applicable) to support staff development and the achievement of Personal Development Plans.
• Support HR Head to develop and build corporate culture aligning with people strategy short term and long term.
• Foster new Corporate Core values & integrate it in all activities & events of HR programs to align with HR strategies.
• Create a comprehensive and sustainable employee engagement strategy.

Learning Activities:
• Lead the development of learning strategy to address capability needs and skills gaps knowledge database in order to maximize the diverse talents of the organization
• Oversee the development and delivery of the training curriculum across functions focusing on content creation, facilitation, measurement and accountability.
• Work with the internal trainers and external training consultants to provide comprehensive training and development programs (70-20-10) to improve functional and work management skills and leadership skills.
• Drive the Performance management System (PMS) effectively & consistently to maintain high quality performance of the organization.
• Prepare and review training budget to effectively utilize training resources.
• Develop and implement HR system and policies (learning and development, succession planning, performance management) to attract and retain talent, maintain employee relations, employee engagement and compliance
• Drive effective On-Boarding program to support new joins to be able to quickly become productive, contributing and engaging members of the organization.

Human Resource Business Partner:
• Acts as a member of the Business team representing Human Resources in a professional and consultative manner.
• Proactively supports the delivery of HR Processes at from business unit.
• Manages complex and difficult HR Projects cross-functionally.
• Builds a strong business relationship with the management & people of the business unit.
• Actively identifies gaps, proposes, and implement changes necessary to cover risks.
• Work with HR team on talent management, compensation, grievances / complains and learning of the employees to identify opportunities for productivity improvement, via review of organizational structures, streamlining of business processes, continuous improvements and performance management.
• Act as catalyst for change and innovation driving cultural changes to improve organizational effectiveness and embed Talentnet corporate values; facilitate organizational change by engaging people in the identification and understanding the need for the change.
• Working with respective team to develop and implement the full range of the workforce, succession planning and talent management strategies that will support the delivery of the business requirements.
• Anticipate issues and problems and guide the Business in responding to these issues or problems as and when required to do so.
• Facilitates the management team to bring best solutions for employees.

JURISDICTION:
• Raise the recruitment request in accordance with the business operation needs.
• Manage team members (in terms of work hours, performance tracking, compensation and benefits, promotion) by the correct reporting line.