Mumias Sugar Company Limited is the leading producer of sugar in the region and is pursuing an aggressive growth strategy through diversification into other products.As we continuously seek to maintain our tradition of leadership and excellence, we are recruiting valued talent to join our team.HR being a key partner to the business, we are seeking talented individuals to fill three newly created positions within the HR and Factory Departments.We invite applications for the following position:
Talent Development Manager
Job Summary:
This position is responsible for talent development across the Company by designing and implementing Company-wide processes and initiatives tailored to improve organization effectiveness and leadership development.This includes talent acquisition, assessment, on-boarding, performance management, succession, development planning and execution.
Responsibilities:
· Design and implement plans that ensure that the company derives maximum value from the development of its employees and in return, employees receive appropriate, timely and professional development that grows their capabilities and supports them in meeting performance goals
· Foster a talent mindset by developing deep relationships with HR Business Partners and the HR organization. Involves thoroughly understanding of business needs and priorities and translating these into an executable talent development strategy
· Managing the analysis of the learning and development needs by articulating the gap between existing employee skill set and organizations requirements using a variety of tools
· Research, develop, design and recommend in-house/external learning and development interventions incorporating relevant best in class interventions, management and leadership programs, technical programs that address the learning and development gaps identified and manage the facilitation of programs
· Establish Return on Investment (RoI) measures and communicate to stakeholders. Follow through to ensure that post-development assessments are conducted to evaluate the impact of development on performance and potential
· Design and implement integrated talent management solutions such as selection, on-boarding, assimilation, assessment, coaching, individual development planning, talent review, succession planning and leadership development programs.
· Act as a consultant to the HR Business Partner organization. Partner with them to address strategic talent development issues and design customized solutions. Form collaborative relationships to drive initiatives that are responsive, proactive, value-adding and reflect a continuous improvement culture
· Responsible for ensuring successful execution of talent and performance management processes/initiatives
· Analyze and trend relevant talent, performance, learning and development data, develop reporting mechanisms to capture information. Manage all metrics of talent development programs and initiatives
· Design and deploy assessment techniques to identify talent (external and internal)
· Manage Talent Development operating budget; effectively allocating internal and external resources. Identify and determine appropriate use of external vendors.
· Performing any other duties as assigned so as to ensure the attainment of sales and profit goals of the company
Job Requirements/ Qualifications: (minimum required to perform the job)
Technical Skills
· Talent Management: Working knowledge of current trends in Talent and Performance Management processes and/or organizational effectiveness.
· Developing Talent: Ability to plan and support the development of others through a competency based system. Ability to identify knowledge, skills and abilities necessary to fulfill current or future job responsibilities effectively. Recognize and evaluate skills of potential and existing employees, as well as identify how to acquire and/or further develop those skills
· Organizational capability: Organizational capability analysis, design and development. Ability to link succession management and talent development to organizational sustainability
· Capability assessment: Training needs analysis, design, development, deployment and evaluation. Create and administer assessment centers at all levels of organizational roles
· Instruction & Coaching: Ability to instruct and train adult learners. Able to coach others to transfer knowledge.
· Strategic thinking: Effectively envision, develop, and implement new strategies to address competitive, complex business issues
· Consulting: Able to influence people, policy and processes. Possesses strong negotiation skills - able to conduct positive negotiations, ability to compromise, handles conflict, seeks common ground, articulates own and others goals, stays focused on positive outcome.
· Analytical & problem solving: Analytical in approach with the ability to collate and analyze data from various sources and present the same in a structured manner. Excellent problem solving abilities
· Relationship building: Develop strong trusting relationships in order to gain support and achieve results. Operates within the Company’s formal and informal structures, builds allies and relationships across departments, uses allies to build consensus and create results, is appropriately diplomatic, understands others' roles and perspectives, can sell projects and ideas across the organization.
· Communication/Presentation skills: Appropriate communication skills to effectively interact with varying audiences including employees at all levels and 3rd parties
· Customer satisfaction skills: Demonstrate effective use of customer service principles. Possesses customer facing ability, seeks to continuously satisfy customers while delivering efficiencies for the Company
· Operational excellence: Possesses tactical skills to implement projects, is able to identify and act on opportunities
· Financial skills: Understands financials to the extent that he/she can contribute towards the commercialisation process, prepare budgets and understand P&L statements
Generic Competencies
· Results focus: Targets and achieves results, sets challenging goals, prioritizes tasks, overcomes obstacles, accepts accountability, sets team standards and responsibilities, provides leadership/motivation.
· Work Standards: Setting high standards of performance for self; assuming responsibility and accountability for successfully completing assignments or tasks; self-imposing standards of excellence rather than having standards imposed
· Managing Work Processes: Ability to measure and evaluate work processes, services and products to achieve organizational goals. Ability to redesign processes as needed using best methods and technology to meet or exceed business needs. Ability to use appropriate methods to identify opportunities, implement solutions, and measure impact
· Strategic Planning: Ability to use the results of strategic analysis to establish and commit to a course of action in order to accomplish long-range goals or the vision of the organization
· Understanding the Business: Uses business knowledge to achieve profitable growth; perceives the impact and implications of decisions on the business.
· Personal Development: Actively identifying new areas for personal learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application in order to improve results
· Innovation: Is creative, able to think out of the norm to create solutions, is resourceful when solving complex problems
· Self-starter: Proactive with the discipline to work alone under pressure with respect for deadlines
· Ambitious and have the desire to play an instrumental role in helping the organization succeed and grow
Required Experience
· A seasoned HR profession with a minimum of 5 years of talent management, organization effectiveness or management development experience within a fast growth business environment.
· Demonstrated track record of success in creating and implementing talent management programs.
· Experience developing and managing best in class development programs, including experience in creating and managing succession planning processes, designing development programs and managing the performance management process.
· Advanced consulting skills, with superior ability to influence senior stakeholders
· Strong track record of delivery of systematic, sustainable talent solutions
· Experience managing/facilitating assessment centers
Educational Requirements:
· Graduate from recognized university
· Specialized post-graduate training in HR
Send your application attaching your Curriculum Vitae to jobs @ mumias-sugar.com to be received not later than 26th February, 2010.
Talent Development Manager
Job Summary:
This position is responsible for talent development across the Company by designing and implementing Company-wide processes and initiatives tailored to improve organization effectiveness and leadership development.This includes talent acquisition, assessment, on-boarding, performance management, succession, development planning and execution.
Responsibilities:
· Design and implement plans that ensure that the company derives maximum value from the development of its employees and in return, employees receive appropriate, timely and professional development that grows their capabilities and supports them in meeting performance goals
· Foster a talent mindset by developing deep relationships with HR Business Partners and the HR organization. Involves thoroughly understanding of business needs and priorities and translating these into an executable talent development strategy
· Managing the analysis of the learning and development needs by articulating the gap between existing employee skill set and organizations requirements using a variety of tools
· Research, develop, design and recommend in-house/external learning and development interventions incorporating relevant best in class interventions, management and leadership programs, technical programs that address the learning and development gaps identified and manage the facilitation of programs
· Establish Return on Investment (RoI) measures and communicate to stakeholders. Follow through to ensure that post-development assessments are conducted to evaluate the impact of development on performance and potential
· Design and implement integrated talent management solutions such as selection, on-boarding, assimilation, assessment, coaching, individual development planning, talent review, succession planning and leadership development programs.
· Act as a consultant to the HR Business Partner organization. Partner with them to address strategic talent development issues and design customized solutions. Form collaborative relationships to drive initiatives that are responsive, proactive, value-adding and reflect a continuous improvement culture
· Responsible for ensuring successful execution of talent and performance management processes/initiatives
· Analyze and trend relevant talent, performance, learning and development data, develop reporting mechanisms to capture information. Manage all metrics of talent development programs and initiatives
· Design and deploy assessment techniques to identify talent (external and internal)
· Manage Talent Development operating budget; effectively allocating internal and external resources. Identify and determine appropriate use of external vendors.
· Performing any other duties as assigned so as to ensure the attainment of sales and profit goals of the company
Job Requirements/ Qualifications: (minimum required to perform the job)
Technical Skills
· Talent Management: Working knowledge of current trends in Talent and Performance Management processes and/or organizational effectiveness.
· Developing Talent: Ability to plan and support the development of others through a competency based system. Ability to identify knowledge, skills and abilities necessary to fulfill current or future job responsibilities effectively. Recognize and evaluate skills of potential and existing employees, as well as identify how to acquire and/or further develop those skills
· Organizational capability: Organizational capability analysis, design and development. Ability to link succession management and talent development to organizational sustainability
· Capability assessment: Training needs analysis, design, development, deployment and evaluation. Create and administer assessment centers at all levels of organizational roles
· Instruction & Coaching: Ability to instruct and train adult learners. Able to coach others to transfer knowledge.
· Strategic thinking: Effectively envision, develop, and implement new strategies to address competitive, complex business issues
· Consulting: Able to influence people, policy and processes. Possesses strong negotiation skills - able to conduct positive negotiations, ability to compromise, handles conflict, seeks common ground, articulates own and others goals, stays focused on positive outcome.
· Analytical & problem solving: Analytical in approach with the ability to collate and analyze data from various sources and present the same in a structured manner. Excellent problem solving abilities
· Relationship building: Develop strong trusting relationships in order to gain support and achieve results. Operates within the Company’s formal and informal structures, builds allies and relationships across departments, uses allies to build consensus and create results, is appropriately diplomatic, understands others' roles and perspectives, can sell projects and ideas across the organization.
· Communication/Presentation skills: Appropriate communication skills to effectively interact with varying audiences including employees at all levels and 3rd parties
· Customer satisfaction skills: Demonstrate effective use of customer service principles. Possesses customer facing ability, seeks to continuously satisfy customers while delivering efficiencies for the Company
· Operational excellence: Possesses tactical skills to implement projects, is able to identify and act on opportunities
· Financial skills: Understands financials to the extent that he/she can contribute towards the commercialisation process, prepare budgets and understand P&L statements
Generic Competencies
· Results focus: Targets and achieves results, sets challenging goals, prioritizes tasks, overcomes obstacles, accepts accountability, sets team standards and responsibilities, provides leadership/motivation.
· Work Standards: Setting high standards of performance for self; assuming responsibility and accountability for successfully completing assignments or tasks; self-imposing standards of excellence rather than having standards imposed
· Managing Work Processes: Ability to measure and evaluate work processes, services and products to achieve organizational goals. Ability to redesign processes as needed using best methods and technology to meet or exceed business needs. Ability to use appropriate methods to identify opportunities, implement solutions, and measure impact
· Strategic Planning: Ability to use the results of strategic analysis to establish and commit to a course of action in order to accomplish long-range goals or the vision of the organization
· Understanding the Business: Uses business knowledge to achieve profitable growth; perceives the impact and implications of decisions on the business.
· Personal Development: Actively identifying new areas for personal learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application in order to improve results
· Innovation: Is creative, able to think out of the norm to create solutions, is resourceful when solving complex problems
· Self-starter: Proactive with the discipline to work alone under pressure with respect for deadlines
· Ambitious and have the desire to play an instrumental role in helping the organization succeed and grow
Required Experience
· A seasoned HR profession with a minimum of 5 years of talent management, organization effectiveness or management development experience within a fast growth business environment.
· Demonstrated track record of success in creating and implementing talent management programs.
· Experience developing and managing best in class development programs, including experience in creating and managing succession planning processes, designing development programs and managing the performance management process.
· Advanced consulting skills, with superior ability to influence senior stakeholders
· Strong track record of delivery of systematic, sustainable talent solutions
· Experience managing/facilitating assessment centers
Educational Requirements:
· Graduate from recognized university
· Specialized post-graduate training in HR
Send your application attaching your Curriculum Vitae to jobs @ mumias-sugar.com to be received not later than 26th February, 2010.
