About the job
This position is a Senior Project Manager role that requires both waterfall and agile delivery management skills and understanding (PMBOK / PRINCE2 & Scrum / Kanban).
- Some basic UX, UI and CX knowledge is advantageous
- Must have managed multiple projects concurrently
- Managed C-level stakeholders
- Managed Distributed team
Qualification: Certificate in project management, Scrum or Kanban.
We’re on the hunt to find a talented, multi-skilled Senior Project Delivery Manager to join our group of XD professionals. If you have a passion for breaking down complex tasks into manageable chunks, managing scope, timelines, quality, and team morale then you’re going to want to read on.
Bring your experience in agile and waterfall project delivery to our multiple projects and multiple clients’ space. You will be responsible for ensuring that projects are effectively governed and delivered upon.
Not only will you gain invaluable experience in your field, but you’ll also be exposed to new industries, taking your craft into a whole new dimension. We’re a mixed bag of M&M’s, passionate about driving cutting edge human-centred experiences built on a foundation of research, design, systems thinking, and most importantly, with effective and efficient delivery front of mind.
So, if you’re excited and ready to chat with us, then bring your passion, your drive to succeed and of course, your knowledge of relevant industry software like Project, Trello, Jira, Zoho, confluence and MS Office etc.
Together with a keen sense of humour, we’d like you to also:
- Have a relentless drive for excellence
- Put people first
- Be a resourceful problem solver
- Be willing to pioneer change if something isn’t working
- Be able to seamlessly move between big picture and detail when required
go to method of application »
Job Function:
Define and execute all strategies, frameworks, policies and procedures relating to talent and performance management. Partner and collaborate across business in the definition of talent management practices and initiatives to enable business priorities, succession and retention of talent. Drive a single Imperial talent agenda that promotes a group wide talent pipeline, retention and progression of the top talent across the business.
Key performance areas
Talent management:
- Design and deploy talent management strategies, policies, practices and procedures in line with business priorities and growth
- Design practices to identify, manage, retain, succession and develop top talent
- Design and ensure talent management implementation across all operating companies
- Align the HR calendar and routines to business calendars, budget cycles and priorities
- Lead the group wide STR, calibration and talent pipeline development and reporting, annually
- Represent talent in all Imperial business and group conversations and reporting
- In partnership with HR Business Partners, facilitate talent matches for key succession decisions across business
- Partner with L&D, Comp and Benefit and other specialist teams where talent retention or scarce skills are identified
- Facilitate senior leadership talent movement through internal talent forums to drive talent development and mobility across the group
- Establish framework and practices for the use and application of psychometric batteries and reporting (refresh annually or as required) and is governed
- Source and manage all psychometric suppliers and partners, rate cards and alignment to the Imperial Way
- Support the P&CBP’s in using psychometrics in people and team development, talent acquisition to uphold our EVP and industry ethics
Performance management:
- Own and lead the My Imperial People Way: “Focus Me” (performance management practices and framework)
- Ensure all practices, templates and guides are updated and socialised in line with the HR calendar
- Design and deploy a goal setting, cascading, monitoring and review practice in collaboration with the HR Business Partners and My People Central (Success Factors)
- Ensure the integration and alignment across the talent and performance management practices to drive a meaningful employee experience
Qualifications required:
- Bachelor Degree, preferably in Industrial Psychology
- Post graduate degree or registered Psychometrist
Skills and experience required:
- Up to 8 years of HR generalist experience or leading the talent and performance practice of a large scale organisation
- A minimum of 5 years operational leadership / specialist experience
Technical Competencies:
- Advanced knowledge of the HR value chain
- Ability to start-up new practices and processes in a federated HR model
- Strong knowledge and experience in talent and performance management in practice
- Strong analytical abilities
- Experience in interpreting and providing feedback on psychometric reports
- Able to put complex data into simple, graphic format
Gmail
Yahoomail