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  • EHOD Leadership Development, Talent Acquisition and Organization... Kinshasa
  • Vodafone in Kinshasa, , Congo (Kinshasa)
  • jobs
  • 5 days ago

jobs description

Role Purpose

The Executive Head of Leadership Development, Culture and transformation, is a senior-level position responsible for overseeing all aspects of an organization’s learning and development initiatives. This role involves designing and implementing strategies to enhance employee skills, knowledge, and performance through various training programs and development opportunities. The Executive Head of Leadership Development, culture and transformation plays a critical role in driving organizational growth through continuous learning initiatives that support employee development and performance improvement.

Key Responsibilities-Part1

1. Developing Learning Strategies:
The Head of Learning and Development is tasked with creating comprehensive learning strategies aligned with the organization’s goals and objectives. These strategies may include designing e-learning courses, workshops, career plans, and other developmental programs.
2. Managing Training Programs:
This role... involves overseeing the planning, implementation, and evaluation of training programs company wide. The Executive Head of Leadership Development, culture and transformation ensures that employees receive relevant training to enhance their skills and competencies.
3. Headcount planning:
- Planning of the full year Headcount/Employment cost and monthly monitoring.
- Attend to and deliver timely HR budget forecast as per calendar: collect data and prepare the costing model with finance.
- Provide basic analysis on budget forecast utilization in a monthly basis by explaining variances between actuals and budget for group and local reporting- Dashboards.
- Work with HRBPs, Finance and cost center functional owners to monitor permanent and contractor employment costs/headcount and plan appropriate resources in a monthly basis.
- Deliver monthly and quarterly rolling forecast on Headcount and Employment cost.
- Responsible for accurate OE reporting: dashboard on headcount/employment costs and all organizational ratios and metrics (span of control, layers, E/F band on band and grade on grade reporting, management ratios, individual contributor etc.) and implement action plans for best structure efficiency.
- Talent acquisition:
- Proactive Resourcing of key, scarce and critical skills: Propose creative ways to attract and built reliable sources or methods of recruitment; maintain a solid network of contacts to establish a reliable recruitment database of potential profiles
- Execute agreed SLA’s with the business and HRBP’s
- Conduct periodical satisfaction surveys (IocalIy and group-recommended) on all recruitment touch points, propose game changers, and implement workable solutions for continuous improvement of our recruitment process.
- Apply consistency in recruitment process in general in line with the Resourcing Policy
- Manage all recruitment platforms internally (success factor, hireview, recruitment mailboxes, etc.)
- Keep updated and accurate Reporting (monthly dashboards, presentations, weekly recruitment statistics, recruitment report) on all recruitment activities to staff and all leadership community.
- Recruitment administration: Maintain reliable and accurate recruitment records for each recruitment activity aligned to policy, in a secure folder/location; all recruitment should be easily traceable and records easily accessible when required by authorized parties for audit and other official purposes.

Key Responsibilities-Part 2

4. Performance Management:
Design and implement performance management processes that align with organizational goals. Lead efforts to set performance standards, conduct evaluations, and provide training programs to enhance employee skills.

5. Assessing Development Needs:
Conducting needs assessments to identify gaps in employee skills and knowledge is a crucial responsibility. Based on these assessments, the Head of Learning and Development designs targeted development plans to address these needs effectively.

6. Tracking Budgets:
Managing budgets allocated for learning and development activities is essential. The Executive Head of Leadership Development, culture and transformation must ensure that financial resources are utilized efficiently to achieve desired learning outcomes.

7. Vendor Relationships:
Building and maintaining relationships with external training vendors or consultants is often part of the role. This includes negotiating contracts, evaluating vendor performance, and ensuring quality delivery of services.

8. Succession Planning:
Develop succession planning frameworks to identify and nurture future leaders within the organization. Create career pathways for employees to support long-term growth.

Skills Required

• Proficiency in project management including pro-activeness, accountability for delivery.
• Budgeting skills
• Excellent communication and negotiation abilities
• Relationship-building skills
• Familiarity with Learning Management Systems (LMS)
• Strategic thinking, Commitment to driving change and fostering a culture of continuous improvement.
• Leadership skills.
• Analytical problem-solving skills to address complex talent management challenges.
• Ability to manage priorities and deadlines in a fast-paced environment.
• Strong leadership abilities to inspire and motivate teams towards results.
• Excellent communication skills to build relationships with stakeholders at all levels.
• Strategic thinking capabilities to drive talent management initiatives aligned with business goals.
• Proficiency in talent management software for data analysis and decision-making.
• English speaking and writing fluent.

Qualifications, Experience & Knowledge

• A master’s degree in Human Resources, or related field
• Professional certifications related to learning and development.
• Knowledge of resourcing tools and processes
• 10+ years of HR experience with a focus on talent acquisition, leadership positions, coaching, succession planning, and data analytics.
• Five to ten years of experience in spearheading Learning & Development initiatives;
• Core HR professional with interest and appetite for resourcing
• Knowledge of emerging trends, best practices, tools, methodologies in Learning and development
• Experience of working with multiple internal and external stakeholders

Together we can
Kinshasa Congo - Kinshasa

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