Talent and Organizational Development Manager – Hargeisa

Job Summary

Reporting to the People and Culture Coordinator, the Talent & OD Manager will lead and provide technical expertise in-country office talent management and contribute to the development of CARE Talent management strategy and successful implementation of a robust talent management framework.

S/he will deliver key talent solutions in partnership with the P&C Coordinator, People managers and teams. The position will develop and coordinate the implementation of organisational development and effective interventions, plans, and programs to meet business needs. S/he will be the centre of expertise in the field of Performance and culture and centre expertise to enhance organisation effectiveness.

Job Responsibilities:

Talent Management (40%)

• Lead execution of talent management strategies across the department; match talent between business units and functions across the geographies in the country office.
• Develop a deep understanding of business needs through close collaboration with key stakeholders.
• Define solutions in partnership with the P&C Coordinator and ensure high-quality resources are available to support Talent activities.
• Oversee the development and implementation of the country office talent strategy for talent management, succession planning and development.
• Constantly screen country office people trends and innovation to recommend new approaches and scan external environment trends, and share with the P&C Coordinator.
• Partner with Talent Acquisition to develop talent pipelines aligned to workforce planning and Succession Planning.

Organisational Design and Development (20%)

• Identify areas of opportunities to enhance the alignment of country office departments and strategy and improve overall organisational effectiveness.
• Deploy Organisational design principles and a core suite of tools and processes to drive effectiveness through roles and structures, spans of control, and matrix management in relevant technical and functional units.
• Facilitate change management processes to ensure smooth transitions during organisational changes.
• Conduct organisational assessments and develop action plans to address gaps and improve performance
• Regular audits of the organisational structure and recommendations to improve key people processes and practices in talent identification, acquisition, and assessment.
• Coordinate country office employee engagement practice annually and support action planning and implementation.
• Utilise the core competency frameworks, people data and insights, and CARE’s strategic organisational design priorities to support P&C organisational initiatives.
• Lead the development and implementation of leadership development interventions, coaching and mentorship programmes.

Employee Engagement and Performance Management: (20%)

• Develop and implement strategies to improve employee engagement and morale.
• Lead the implementation of a performance management process, including setting SMART goals for all employees, providing regular feedback (at least quarterly), and conducting annual performance evaluations focusing on continuous improvement.
• Provide coaching and support to managers and staff on performance management issues.
• Identify areas for improvement and address performance/learning gaps by design, develop and facilitate learning strategies to build employee skills to optimise operations
• Prescribes solutions for learning gaps, improving performance or solving performance problems.
• Oversee overall guidance for training activities in the area of responsibility.

Change Management, Communication, Learning and Development (15%)

• Work with HR Stakeholders, relevant organizational, technical, and functional areas, as agreed, to develop and embed competency framework which identifies, builds, and sustains key organizational competence required.
• Utilize the core competency frameworks, people data and insights, and the CO’s strategic organisational design priorities to support organisational initiatives.
• Support the development and implementation of Leadership development interventions, Global mobility, coaching and mentorship programs
• Drive change management by defining and executing the CO change management plan with HR Manager and DCD Operations.
• Ensuring all multi-disciplinary activities impacting change management are executed effectively.
• Bring solutions to line managers and leaders to help them drive local change initiatives and ensure that employees are willing to adopt the needed changes.
• Manage the CO organogram up to date; ensure that the OD/CM of the CO are timely and correctly reflected in an updated organogram of the CO.
• Identify learning needs and develop comprehensive learning and development plans for staff at all levels.
• Coordinate and facilitate training sessions, workshops, and other learning interventions to build staff capacity.
• Evaluate the effectiveness of learning and development programs and make recommendations for improvement.

Other Responsibilities As Assigned: (5%)

Qualifications

Education

Required

• Undergraduate Degree in Human Resources Management, Organizational Development, Business Administration or Social Sciences
• Professional Certification in Organizational Design and Development
• Professional qualification in Human Resource/ Development

Desired

• A Master’s degree is preferred.

Experience and Skills

Required

• 3+ years of progressively relevant experience in a company with a global presence or an international development organisation.
• Strong functional talent expertise, specifically talent management, succession planning and performance management.
• Strong demonstrated capabilities in delivering organisational performance improvement through people performance in a complex multicultural environment.
• Strong track record in organisational design and deployment of organisational design tools and processes.
• Strong track record in organisational development interventions from diagnosis to implementation.
• Demonstrated success in project management.
• Proven success in change management interventions in international environments.

Desired

• Highly developed analytical skills
• Experience in working with talent practices and technologies
• Ability to manage senior leader relationships and collaborate and build relationships with stakeholders across functional and organizational lines
• Cultural awareness and sensitivity.