Job Description
- We at MTN are a purpose and value led organisation. At MTN, we believe that understanding our people’s needs and aspirations is key to creating experiences that delight you at work, every day.
- We are committed to fostering an environment where every member of our Y’ello Family is heard, understood and empowered to live an inspired life.
- Our values keep us grounded and moving in the right direction. Most importantly, they keep us honest. It is not something we claim to be. It is in our DNA.
- As an organisation, we consider it our mission to create an exciting and rewarding place to work, where our people can be themselves, thrive in positivity and ignite their full potential.
- A workplace that boosts creativity and innovation, improves productivity, and ultimately drives meaningful results.
- A workplace that is built on relationships and achieving a purpose that is bigger than us.
- This is what we want you to experience with us!
- Our commitments go beyond an organisational promise.
- It is in our leadership and managerial ethos to meaningfully partner with our employees, customers and stakeholders with a vision to realise our shared goals.
Live Y’ello
- Lead with Care
- Cando with Integrity
- Collaborate with Agility
- Serve with Respect
- Act with Inclusion
Responsibilities
Mission/ Core purpose of the Job
Global Talent Solutions is a subfunction within the Global Organization Strategy and Performance function at MTN Group HR. As the lead for Global Talent Solutions, the Senior Manager is accountable for strategy formulation, development and cascade of futuristic global talent solutions for MTN, which include:
Global Talent Sourcing & Acquisition Strategy
- Global Mobility Model
- Innovative Talent Models
- Global Top Talent Framework
- Global Succession Framework
The Senior Manager, Global Talent Solutions reports to the General Manager: Global Organization Strategy & Performance and is supported by Consultants.
Key Performance Areas: Core, essential responsibilities / outputs of the position (KPA's)
Key Deliverables
- The SM, Global Talent Solutions will be accountable to achieve the following objectives:
- Strategy Development and Implementation
- Lead creation of subdivisional strategy in line with overarching divisional goals, with emphasis on client experience (internal and external)
- Ensure effective implementation of sub functional strategy by means of providing direction, structure, business plans and support
- Review of the sub functional strategy and roadmap to ensure its alignment with the changing dynamics of the internal and external ecosystem
Staff Leadership and Management
- Source, induct, and manage talent in accordance with legislative guidelines
- Continually develop a culture of strong collaboration and effective team working
- Ensure open communication channels with staff and implement change management interventions where necessary
- Provide definition of roles, responsibilities, individual goals and performance objectives for the team
- Set key performance indicators (KPIs) and provide regular performance feedback through a well defined and implemented performance review program
- Develop and implement a training plan in order to build and develop skills within the team
- Performance manage resources in accordance with HR policy and legislation where necessary
- Actively participate in leadership team and develop skills of own team
- Promote a ‘MTN centric’ and ‘partnership approach’ to develop strong relationships with other working groups and ensure adherence to Group governance
Governance
Strategic Meetings
- Participate and provide input in strategic meetings
- Provide inputs to enterprise wide transformation initiatives
- Provide inputs to and ensure adequate risk mitigation and controls
- Perform evaluation baseline of Service Level Agreements (SLAs) and key performance indicators (KPIs)
- Request for relevant budget for internal projects and new initiatives
- Facilitate preparation of proposal on change initiatives SLA, policies and procedures
Escalations
- Escalate issues that will result in severe time, scope, productivity, and cost or resource impact
- Manage and provide solutions to escalations that have multiple processes / functions impact on critical path of service delivery
Function Tactical
- Review all projects initiated (internal or global)
- Review and finalise objectives, targets and budgets for the Global Talent Solutions subfunction as applicable
- Review key risks, issues and dependencies and set mitigation actions
- Manage budget
- Facilitate in signoff / making decisions regarding tactical changes
- Performance
- Monitor alignment with divisional strategy
- SLA approval and exception performance review
Reporting
- Report on a periodic basis to reporting manager relating to progress made within the subfunction and in accordance with the measurement metrics set by the organisation
- Report on an ad hoc basis on specific projects as and when necessary
- Periodically review reports from the Opcos
Budgets
- Manage sub functional budgets in line with business objectives
- Manage project initiative budgets in line with business objectives
- Ensure that the cost of operations are reduced, in line with a least cost operating strategy stemming from the business drivers
Operational Delivery
- Guidance and Support Delivery Management
- Ensure continuous improvement to ensure innovative talent solutions are globally relevant and sustainable
- Be a trusted advisor, display maturity and subject matter expertise to stakeholders including Business and Opco Leadership, Business and Regional Partner teams to achieve organization excellence
- Recommend to the GM; manage, prioritize and enable implementation of Strategic Global Talent Solutions projects for MTN
- Manage and ensure complete accountability for services relating to Global Talent Solutions, delivered to business customers
- Creating, identifying, developing and sustaining a global community of Talent experts to contribute to the innovative talent solution strategy design and to enable future focussed solutions
- Manage the performance and deliverables of direct and indirect reports to ensure that the operational objectives are achieved
- Participate in communities of practices and conferences to facilitate knowledge sharing and positioning of MTN’s intellectual property and employer of choice brand towards the external marketplace
Global Talent Solutions and Governance
- Lead, own and manage the global talent solution strategy and philosophy across the Group and Opcos
- Proactively liaise with Business Partners and Business Leaders to understand future workforce strategies, prospects and objectives which impact or require global talent transformation
- Responsible for the overall communication, capability building, embedding and implementation of Talent Management best practices across the Group, in coordination with Business and regional talent partners
- Lead, improve and cascade the Global Talent Framework and Standards (which include policies, practices and frameworks) which are aligned with business strategies and leading practices
Accountable for the following aspects of the Global Mobility Program with respect to the following:
- Development and improvement of standard Global Mobility Framework, Program and Policy
- Design and evaluation of proposals for global financial and nonfinancial packages and incentives, in conjunction with Global Rewards, and Group Finance
- Standardised framework to measure effectiveness and ROI of the program
- Support Regional Talent Partners to ensure implementation of the global mobility policy, program and process across the Group and Opcos
- Independent Executive Reporting on key global mobility metrics (including utilization, compliances, financial impact, return on investment etc.)
- Note: The global mobility process is executed and delivered by the Regional Talent Partners, in conjunction with Manco/Opco HR Service Operations
Custodian and controller of Global Strategic Talent Acquisition and Branding Initiative, with respect to:
- Development and refresh of the Strategic Talent Acquisition and Branding Framework
- Ensure integration of mobility and succession model with the framework
- Develop, innovate and continuously improve global talent sourcing and channel management strategy proposals across key workforce dimensions (E.g. Top Talent/ Executives / Critical Positions etc.)
- Cascading, awareness building and promotion of the acquisition and branding strategies and proposals across MTN
- Support Regional/ Business Partners and HR Operations teams in the adoption and implementation of acquisition and branding proposals
- Independent Executive Reporting on effectiveness and impact of the acquisition and branding proposals and strategies
- Note: The acquisition framework and strategy is customized, executed and delivered by the respective Business Partners, in conjunction with Manco/Opco HR Service Operations
- Lead the development, pilot run and rollout of innovative and modernised talent contracting models and arrangements, in context to the African Market
Custodian of the ‘Top Talent’ management framework and initiatives:
- Define and cascade a standardized framework for ‘Top Talent’ Management (process and criteria for selection, validity, evaluation, authorisation and conditions)
- Develop and cascade an integrated ‘Top Talent Management Playbook’ which includes the framework, proposals and alternatives for sourcing, succession, development, growth and retention (in conjunction with Global Leadership & Learning Innovation and Global Rewards Verticals)
- Continuous evaluation and analysis of Top talent pool with a view to plan and activate custom interventions (based on insights from Global HR Strategy & Analytics, Global Leadership and Career Team and Business/Regional Partners)
- Lead independent risks evaluations and institute appropriate counter risk strategies for Top Talent across the organization
Executive reporting on Top Talent metrics
- Note: The Top Talent framework is executed and delivered by the respective Business/Regional Partners, in conjunction with Manco/Opco HR Service Operations
- Custodian of the Global Succession Management Framework:
- Define and cascade a standardised philosophy for Succession Management (process, successor position and candidate selection criteria, validity, evaluation, authorisation and conditions)
- Cocreate and develop an integrated succession development plan and cycle, in conjunction with the Global Leadership and Learning Innovation team
- Establish and rollout the annual schedule of activities for succession development activities
- Independent and continuous evaluation and analysis of Critical Succession Pools to assess its effectiveness (based on insights from Global HR Strategy & Analytics, Global Leadership and Career Team and Business/Regional Partners)
Executive reporting on Global Succession metrics
- Note: The Global Succession framework and plan is delivered by the respective Business/Regional Partners, in conjunction with Manco/Opco HR Service Operations. In the case of Executives/Leadership positions, the succession plan is delivered by the Global Leadership and Career team)
- Establish and operate the global talent solutions governance platform for continuous engagement with Opcos, Business and respective Business/Regional Partners to:
- Building awareness and cascading of all talent frameworks, standards, policies and innovation programs
- Exchange of knowledge, innovative thinking, leading practices, practical business/Opco insights to help advance global talent strategies
- Provide assistance and support to ensure effective implementation and adoption of talent strategies and initiatives
- Strategic talent management updates, resolution of queries/escalations
- Identify, propose and implement technology and digital enablers to improve global talent solutions. Review and approve master changes to the Global HR systems relating to talent management components
- Manage specialist vendors and suppliers by conducting proficiency and track record analysis to ensure alignment to MTN Talent Management and Development requirements
- Manage Executive Management reporting and analytics for the global talent management and solution effectiveness
Ways of Working and Collaboration
- Continuous engagement and collaboration with the Manco Business Talent Partners to:
- Seek business inputs and insights to develop the various talent solutions, frameworks and models
- Address Group Business Unit concerns relating to the talent solutions
- Provide guidance on the practical deployment within the Business Units
- Obtain status of adoption, progress and related talent solution deployment metrics applicable to the Business Unit
- Continuous engagement and collaboration with Regional Talent leaders and Opco HR Practitioners to:
- Seek regional inputs and insights to develop the various talent solutions, frameworks and models
- Provide guidance on the practical deployment within the regions
- Obtain status of adoption, progress and related talent solution deployment metrics applicable to the Region
- Understand the Opco related challenges in the region and devise appropriate alternatives
- Continuous engagement and collaboration with Global Leadership and Learning Innovation as well as Global Rewards teams to seek inputs, cocreate and promote integrated talent solutions
- Collaboration with Engagement and Internal Communications Function to manage talent solutions related communications using appropriate channels, digital platforms, branding frameworks etc.
- Collaboration with the Opco HR community to share best practices and provide guidance and advice on the various Global Talent solutions
Managerial / Supervisory Responsibilities
- Coaching and mentoring of direct reports to ensure staff motivation is high
- Ensure skill transfer for staff development, motivation, and business continuity
- Ensure the team is led, motivated, and rewarded to achieve high performance areas
- Guide and direct vendors and third parties in achieving MTN objectives
- Identify staff training and development needs and implement necessary actions
- Recruit staff for appointments
- Set goals and objectives for direct reports, monitor progress, and maintain motivation
- Set up appropriate structure to meet departmental management objectives
Qualifications
Education:
- Minimum of 4 year tertiary degree (specialization in Business Management/Human Resources/Behavioural Sciences as appropriate)
- Relevant psychometric certifications
- MBA or Masters (advantageous)
Experience:
- Manager track record of 5 years or more
- At least 3 years of relevant experience in the HR domain for Telecommunications, specifically in Talent Acquisition & Management Strategy Global Mobility function
- Project management experience
- Worked across diverse cultures and geographies
- Experience working in a medium to large organization
Competencies:
Functional Knowledge:
- General HR Management
- Sourcing and talent acquisition strategy & frameworks
- Global Mobility framework
- Succession and Top Talent Management practices
- Workforce Contracting Models
- Global considerations
- Organisational considerations
Skills
- Leadership
- People management
- Decision making
- Reporting
- Presentations
- Data interpretation
- Negotiation
- Analytical
- Conflict management
- Empowering others
- Partnering principles
- Project Management
- Risk Management
- Stakeholder management
Behavioural Qualities
- Accountable
- Adaptable
- Confidence
- Agile
- Culturally aware
- Gets work done
- Innovation
- Inquisitive
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