Head: Talent Management, Rewards, L&d

**JOB PURPOSE**

Provide strategic direction on talent, learning, leadership development and rewards across the group of companies. Work closely with key business leaders and the People leadership team to develop and drive organization effectiveness and the talent development strategy.

**RESPONSIBILITIES**
- Provide thought leadership to develop world class talent, leadership,learning and culture enabling the business needs and broader People Strategy.
- Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.
- Provide specialist leadership within a multidisciplinary team to evaluate the current state organization, to develop and assess future state organizational design propositions, and to clarify the costs and business benefits of change.
- Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organization, to enable the achievement of the organization's mission and business objectives.
- Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organization.
- Lead the Learning, Engagement, Succession and Performance organization to develop and execute talent offerings to build leadership, management, game
- making expertise and overall organization capability.
- Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.
- Drive end to end learning frameworks across levels within the organization. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.
- Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
- Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation.
- Establish deep, trustful and influential relationships with senior leaders and C-suite leaders to help drive the transformation of the business and the HR function.
- Take overall responsibility for setting and approving budgets that achieve organizational strategy.
- Leverage people analytics and insights to diagnose organizational opportunities, evaluate program effectiveness, talent and organization capability gaps to design and implement solutions.
- Communicate the talent development and L&D strategy and its relationship to the organization's mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organization's business goals.
- Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal methods.
- Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.
- Lead the development of HR frameworks and tools within an important area of responsibility to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader People policy framework.
- HR Data Management and Performance Improvement
- Play an active role in building a change ready organisation culture. In partnership with People enablement and HRBPs, evaluate and modify processes and practices to align to best practice of a changing workforce.

**BEHAVIOURAL COMPETENCIES**
- Manages Complexity
- Business Insight
- Strategic Mindset
- Plans and Aligns
- Balances Stakeholders
- Collaborates
- Drives Vision and Purpose
- Ensures Accountability
- Instills Trust
- Manages Ambiguity
- Develops Talent
- Action Oriented
- Builds Effective Teams
- Directs Work
- Being Resilient
- Resourcefulness

**SKILLS**
- Planning and Organizing
- Action Planning
- Data Collection and Analysis
- Organization Design and Development
- Policy and procedures
- Verbal Communication
- Assessment
- Learning and Talen