The job incumbent will be primarily responsible in leading and managing the Talent Acquisition for Managerial and special assignment positions from back-end to front end, Employee Engagement and Learning and Development cycle from Training Needs Analyses, Curriculum Design and Development, Training Administration and Implementation, Training evaluation and Budget Management. Leads and champions learning and development initiatives and programs to address performance gaps and prepare the workforce/homegrown talents ready to assume an expanded role effectively. Serves as an advocate of the enterprise learning and development strategy and curriculum development in building up professional “Area of Practice” in terms of knowledge, attitudes, habits and skills.
DUTIES AND RESPONSIBILITIES
1. Conduct initial interviews for managerial and special assignment positions
2. Employee Engagement upon discussion and assignment by the Chief HR Officer
3. Drives yearly identification and summary of the training needs of the organization across levels and working closely with the leadership team to identify learning and development interventions to address current performance gaps
4. Oversees the development of learning and development initiatives to develop homegrown talents to prepare them for an expanded job scope and higher skill set requirements to ensure a ready pool of talents to assume higher job role
5. Manages a laddered training curriculum, competency-based trainings to address the required proficiency levels per positions in the support of the career paths available and Succession Plan
6. Provides direction in identifying the right resources, budget, training programs needed by ensuring proper management and utilization of the resources to get value for the Company investments
7. Performs Training Impact evaluation of the various training sponsored by the Company to ascertain impact and effectiveness in the organization
8. Promotes a culture of continues learning and development by developing the first line leaders and ensures continuous programs for management development programs to improve organizational excellence
9. Develops a culture of coaching and mentoring to promote knowledge management organization to ensure continuity of learning culture
10. Identifies continuous learning and development interventions to improve processes through learning and development interventions
11. Design and develops training programs for various levels in the organization, supports technical development programs and manages the Technical Trainers Pool
12. Collaborates with leaders to identify areas for improvement, facilitates focused group discussions, performs regular and huddle meetings as part of due diligence while complying with the policies and procedures while integrating appropriate stakeholder involvement
13. Oversees multiple projects simultaneously and provides input on the development of new organization-wide initiatives related to human resources strategic initiatives and imperatives
14. Facilitates sourcing and screening of applicants for managerial and hard to fill-up positions including preparation of reports
15. Conducts Exit Interviews and identifies learning and development interventions to strengthen organizational capability
16. Drives learning and development interventions for high flyers, monitors, and ensures that programs and initiatives are undertaken to have robust talent bench for pipelining of next in line leaders
17. Determines performance gaps needing to be address, monitors employee under PIP programs and makes recommendation
18. Supports plans and programs under HR Strategic team
Performs other related tasks that might be assigned from time to time.
The position is required to work 90% of the time in an office setup and the remaining 10% in field as needed.