Head of Talent & Development | Africa at Pernod Ricard

KEY RESPONSIBILITIES:

Organisation Effectiveness

Anchor the PR Leadership Model

• Transfer capability to key HR stakeholders and line management
• Provide input to HR Managers/Leadership in the design and implementation of programmes that support proactive development of leadership

Provide support in establishing a common framework to support the business with change management initiatives

• Provide a framework to support change management initiatives and HR programmes
• Support HR Manager’s and Leadership when requested by business to help manage and advice strategic change processes, policies and programmes.
• Leverage external vendors as required to support the delivery with various service providers on services rendered.

Talent Management

Oversees Talent management process

• Oversees the annual appraisal process, monitoring compliance with the timetable and working with the HR Managers to ensure consistency of quality in appraisal documentation & approach across all affiliates.
• Drive the use of Talent management systems (workday)
• Effective forecasting regarding talent requirements and business needs
• Effective succession planning policies, processes & tools
• Support & build line management capability to manage and develop employees within company policies and processes
• Build tools which help managers & employees to have quality conversations in a proactive and professional way.
• Makes meaningful contribution to the development of policies and procedures in collaboration with the HR Director.

Learning & Development

Development of the Organisational Learning & Development Strategy

• Strategic planning: Define and implement a Learning & Development Strategy that translates medium to long-term business plans into foundational, medium and long- term learning strategies.
• Strategic alignment and cascading to all markets
• Managing the L&D budget in a cost effective manner
• Manage the L&D policy
• To identify opportunities for performance improvement, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new ideas.
• Managing Learning Marketing and Communications processes to ensure that the business is aware of training offerings

Design & facilitate or source appropriate Learning interventions for organizational needs

• Implement fit for purpose training interventions for the company’s talent in line with agreed talent strategy, including develop coaching, mentoring and secondment schemes to support staff development and the achievement of Personal Development Plans.
• To design and facilitate in-house events (e.g. workshops, away days) as required.
• Develop and design appropriate company training curriculum and plan for the coordination of training & development needs across all affiliates.
• Manage vendors and supplier procurement and contract management
• Ensure relevant assessment instruments are in place, aligned and executed against learning programmes
• Ensure the maintenance of learning content on a continuous basis ensuring that there is alignment to the L&D Strategy
• Evaluate interventions to ensure best use of the organisation’s development budgets.

JOB REQUIREMENTS:

Minimum Educational Requirements and Work Experience:

• Degree or equivalent in Human Resources
• HR generalist with at least 7 years’ experience
• Experience in OD experience within an FMCG / multinational will be an advantage