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Position Summary: The Talent Management Manager is responsible for all aspects of preparing and delivering training programs for employees and agents, throughout the company and across all regions. The TM Manager works closely with other departments, especially Network Operations, Customer Care and Marketing, to ensure the right messages and the best training are delivered. TM is also responsible for evaluating the effectiveness of training. The TM Manager advises on other employee development activities and may provide briefings to managers and employees on human capital matters. Advice on human resource management, corporate planning, organizational performance, employee relations and organizational development initiatives.
Significant tasks and responsibilities, accounting for 85 – 95% of time committed to position:
Leadership
Have a full understanding of the company’s and the department’s business strategies and annual plans.
Align the activities of Performance management coordination’s, Training & Development with the strategy and annual plan
Collaborate with managers in other Human Capital work units. Work effectively as a team member with other members of management and the human resources staff.
Management – business, operations
Delivers an inspiring induction and on-boarding process and improves the organization`s brand.
Plans, develops and implements strategy for employee performance monitoring and assessment, establish and maintain appropriate systems for measuring necessary aspects of staff performance.
Monitors, measures and reports on employee performance plan and achievement within agreed format and timescales and ensure all performance assessment activities and inputs meet with relevant organizational and statutory policies.
Maintains awareness creation and knowledge of the organization`s performance management system, methods, and provide suitable interpretation to chief officers, managers, and staff within the organization.
Set TM unit goals, define deliverables, set deadlines, & allocate assignments for routine operations
Manage the TM budget
Implement policies, procedures, systems & processes relevant to Training & Development.
Create work plans – goal, deliverables, deadline, time line, roles and responsibilities of team members, resources, and budget – for training projects.
Monitor and communicate progress of ongoing training & development activities & special projects to the CHCSO, the TM group, and the department.
Obtain guidance and input from the CHCSO in planning, carrying out the work and addressing any non-typical problems.
Remain current on trends, tools and best practices in training and development.
Conduct analyses and prepare reports as requested by or in collaboration with the CHCO.
Management – people
Self-management
1. Work with the CHCSO to learn about the business context for training & development operations
2. Collaborate with the CHCSO to set annual and quarterly goals for your own performance, to ensure frequent feedback and coaching, to participate in all appropriate training and development activities, and to have at least an annual performance review
3. Discuss career interests with CHCSO and pursue guidance and mentoring from the boss and from other senior leaders.
Management of direct reports:
Participate in selection of training staff.
Build relationships with individual group members.
Build and sustain a training team
Communicate with team members regularly.
For each team member, set goals, provide motivation, give on the job training, give feedback and coaching, and conduct performance reviews.
For team members, recognize exceptional performance, provide rewards and incentives; also, address under-performance and deliver consequences or penalties.
Under the guidance of the CHCSO, carry out terminations.
Delegate tasks to team members, for development and workload distribution.
Make sure team members receive appropriate training and development on a regular basis.
Provide informal career guidance and development for team members.
Technical
Participates in the Formulation of performance management, training policies, strategies, programs, and schedules, based on knowledge of identified training needs, company objectives, business systems, or changes in products/services, procedures and technology
Design, conduct, analyze, report on employees PM, training needs assessments.
Convert needs assessment data into design specifications for skills training programs.
Determine which training needs can be met through existing training, which require developing new training, and which require purchasing training from a vendor.
Develop a training curriculum of both internal and external skills training activities
Develop a training curriculum of both internal and external skills training activities
Identify, select, contract with skills training providers.
Apply learning needs specifications to providers’ offerings to select the most effective services.
Design and develop new employee induction and ongoing skills training programs, all materials, and so on.
Publicize, register, and otherwise administer the delivery of induction and skills training sessions.
Organize, coordinate and participate in the delivery of new employee induction programs.
Organize, coordinate and participate in the delivery of skills training for employees.
Design, develop and implement training evaluation methods, for immediate and longer-term impact.
Provide briefings to employees on policies, procedures, other Human Capital processes.
Undertakes appropriate organizational development researches in terms of organizational structure, job design, job evaluation, job description etc.
Reviews the human resources management systems, policies and procedures to support the business needs of the company.
Identifies opportunities for improving leadership performance and accelerating change by applying conceptual frameworks, technologies and methods based on a solid theoretical and practical foundation.
Develop methods of measuring performance of the organization to align performance management with organizational/business goals
Delivering strategic and operational advice on human resource management, corporate planning, organizational performance, employee relations and organizational development initiatives.
Drive the organization culture survey; and develop and implement strategies to narrow the gap between the desired and actual culture.
Identify manpower requirements and prepare a manpower strategy.
Write job descriptions.
Conduct labor market research and analyses.
restructuring of services
Administrative
Prepare and submit periodic reports to the CHCSO
Follow all company policies, ensure they are followed by members of the group, and reinforce policies.
Undertake other job-related duties as assigned by the CHCSO.
Qualifications – Education:
BA or BSc in Education, Adult Learning or Training
Masters level degree a significant plus
Qualifications – Years of experience in given areas:
7 – 9 years’ relevant work experience
3 – 4 years’ experience in business
3 – 4 years providing training to adults
2 – 3 years’ experience as a manager of trainers
Experience in a technology or e-services business a plus
Experience in a startup or new business a plus
interested applicants who fulfill the above requirement can apply through ethiojobs.net or cv@kifiya.com or in person along with original and non-returnable photocopies of Degree and CV to Kifiya Financial Technology head office in front of National Theater behind Nib bank Ras Branch with in 10 consecutive days after the date of announcement or email to cv@kifiya.com or by mail P.O.BOX 2451 Addis Ababa
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