Senior Manager Talent Management

**Technical /Functional**:

- Teamwork
- Analytical thinking and problem solving
- Collaboration
- Multicultural sensitive communication
- Contextual awareness
- Time management, planning and organization
- Entrepreneurship and innovation
**Focus Area**:

- Leading and managing the talent acquisition strategies for all Management roles.
- Building and maintaining international relationships with country directors and executives for future talent acquisition.
- Guiding management to understand talent acquisition processes.
**Operation/ Functional**:

- Formulating a strategy and an implementation plan for the Talent acquisition management process.
- Align the Talent Management Strategy with the Human Resources strategy, goals and objectives
- Identify and interpret related legislation and its impact on Talent Management and ensure compliance.
- Analyze qualitative and quantitative data required to inform a strategic Talent Management plan.
- Create a Talent Management Philosophy by obtaining input and consensus from Senior Stakeholders.
- Enable the behavior context for talent, performance, leadership across functional boundaries
- Develop an Induction and On-boarding program for Management and above roles
- Global positioning; international influencing on talent.
- Present talent pipeline on Senior levels and up to Senior HR Executive and HR Executive
- Identify current and long-term talent risks that might impact the organization.
- Design suitable strategies to deliver on the talent mandate aligned to the talent strategies.
- Work with the philosophy of performance; interplay talent, performance, culture, leadership and organizational effectiveness
- Identify and assess future and current talent strategies for Management and above roles in collaboration with internal and external experts and Executives.
- Design pathways to develop future leaders (i.e. define experience, challenges and required exposure to allow the emergence of high performing leadership).
- Establish succession planning strategies for identifying, developing, and promoting high-potential and high-performing for various roles within the organization.
- Design, implement and manage succession planning for roles accounting for companys current and future talent.
- Present Succession Plan data to Management
**Leadership**:

- Operate as part of the companys management team and effectively contribute towards success
- Contribute to defining the company strategy and business plan
- Manage the Talent acquisition function in all general aspects related to leadership, administration and reporting, staff, budget and performance (in collaboration with and alignment to Group services where applicable, i.e., legal, logistics, marketing, finance, IT, HR, HSE)
- Monitor against the approved budget the overall expenses and savings of the Human Resources function, and investigate and address significant variances
- Direct an organizational culture that contributes and reflects a conducive and inclusive working environment to all leadership and staff
- Effective people management (recruitment, succession, training and development, performance management, discipline)
- Display or gain an understanding of the regional legislative operating parameters pertaining to the geography
- Ensuring proper governance and compliance in alignment to Legal and Company policies, regulations and processes
- Comply to Human Resource standards such as continuous performance appraisals
- Act as ambassador for the company
- Build effective relations with all stakeholders and manage stakeholder interface
- Optimize synergy opportunities
**Relationship**:
**Internal**:

- Report to HR Executive
- Close interaction and collaboration with Country specific HR Management Teams as well Country Directors
- Network and collaborate with internal Group support functions (legal, logistics, marketing, finance, IT, HR, HSE)
- Coordinate or collaborate with leaders to resolve escalated operational issues and deliver efficient services
- Maintain sound relationships and manage interface
**External**
- Forster and manage good relationships and networks with external parties (e.g., service providers)
- Build and maintain good customer supplier relationship and management
- Manage stakeholder interface

**Qualifications**:

- Bachelor in Human Resources, Psychology or Business
- A strategic leadership course can be advantageous
**Experience**:

- At least 5 years relevant experience in a Talent and or HR function Senior Management level
- Experience in a Fertilizer or seasonal commodities environment will be preferred
- People management experience, with experience in managing support functions across several business units preferred
**Skills**:

- Display visionary, principle based, value driven leadership
- Enhanced emotional intelligence, especially in the areas of business decision making, social responsibility, emotional independence, and flexibility
- Ability to deal with ambiguity
- Capa