Talent & Acquisition Partner

ABOUT THE COMPANY

Gilani's Distributors is a dominance in the distribution sector and is well known and respected. This is evidenced by the increased presence of our trucks ferrying goods on roads throughout the Rift Valley, Central, Nairobi, Nyanza, Mombasa Coastal region and the Western corridor of Kenya.

JOB SUMMARY

Primary Reporting:Head of Human ResourceSecondary Reporting: N/ADepartment: Human ResourcesLocation: NakuruLeadership Pipeline Level: Leader of IndividualsThe role is responsible for leading the overall implementation of: learning & development, succession and career management, talent acquisition and mobility programmes in supporting delivery of business results. The role includes custodianship for all policies, procedures and practices related to Talent Management and compliance to such policies.A critical success factor to this role is the ability to understand the strategic development of Gilanis and ensure that the function adds value to the People Management agenda. This role is also responsible to develop and implement a Talent Management approach for Gilanis. This approach needs to achieve talent mapping and succession planning.Job Magnitude: Team sizeNumber of employees directly reporting to this job: 3Number of indirect reports (i.e. employees reporting to the direct reports): 0Number of 3rd party staff e.g. contractors, consultants, outsourced service providers reporting to this job: Yes

RESPONSIBILITIES

Key AccountabilitiesEnhance productivity through effective design and implementation of identified Talent programs.Develop creative and innovative talent acquisition strategies – this includes appropriate marketing, planning and building a diverse talent pipeline.Build a positive candidate experience, managing candidate's expectations and maintaining relationships for those candidates who are not selected at present against a particular skill set, for future prospects.Examine workforce plans, understands the labour markets segments, skills, competencies and experience necessary that aligns to the business needsDevelop activities that help to uncover, articulate and define the company's image, organizational culture, key differentiators and reputation to attract quality candidates and talent.Continuous tracking and use of key metrics to drive continuous improvement and to make better decisions, to ultimately improve the quality of Talent Acquisition & Training function.Work with business leaders to identify talent gaps, the existing talent capabilities and future requirements and develop an overarching Talent Acquisition, Talent Development and Mobility philosophy.Understand Gilanis competence framework and deploy across leaders and individual contributors. Analyse and compare the level of competencies of the employees with the competencies needed to be successful in the role and translate eventual gaps in development programs, monitor and report effectiveness of programs.Facilitate effective implementation of the Performance Management system, deploy the end to end Performance management system.Design and implement learning philosophy which will include blended learning. Act as custodian for Leadership Development programs for all levels of leadership in the organisation.Facilitate in house programs as per business need and roadmap through the adoption of diverse tools.Design and implement Gilanis's career and succession frameworks.Continuously evaluate and monitor existing and new programs to ensure continued value add.Ensure monitoring and evaluation of learning initiatives.Report to management and other stakeholders to ensure transparency and monitoring effectiveness of the training system.Coach and mentor line managers to create understanding and meaning for HR training policy and the importance of compliance.Conduct regular audits to ensure compliance to SLA's with 3rd party service providers.Act as custodian for the Talent Management budget and ensure good governance.Optimise expenditure to third party providers who supply services to Gilanis.Principal OutputsAlignment of the Talent and Development Strategy with People Plan.Strong well managed budgets i.e. Man power planning budget, Training budget and recruitment budget.Delivery of projects and services to plan and budget.To work in collaboration across people services to deliver outcomes that enhances the employee experience in the organisation.Development of key relationships internally and externally.Delivery of reports efficiently and to plan. Support the success of Gilanis strategy by using an approach to Talent and development to embed cultural change initiatives across the organisation. Performance management processLearning and developmentLeadership developmentCareer and succession managementQualifications- Academic and ProfessionalBusiness degree in Business Management or equivalentRegistration as HR professionalPost-Graduate certification in Learning & DevelopmentExperience5-7 years' experience covering all aspects of the HR discipline3 years need to be in Talent process design & implementation, talent acquisition, employer branding function or learning and development functions.Previous team management experienceExperience of coaching is preferredExperience of supplier management and commercial contracts. Demonstrable experience of managing projects and delivering successful outcomes. Creative thinking balanced with strong analysis that can provide insight into the business case, solution or project directionDemonstrable commitment to the promotion of equality and diversityCompetencies & SkillsTechnical competenciesChange: You lead and facilitate the implementation of change and handles resistance through effective programs. Ability to facilitate leadership programs, or other programs such business related (sales, customer service etc.) In-depth understanding of all HR aspects that impact on the businessThorough grounding in the sub-functions of HR as well as related HRIS systems. Extensive knowledge of the service providers and learning programs suitable for Gilanis. Experience in design of learning programs. Thorough knowledge of competencies and skills assessments; career and succession planning frameworksLeadership competenciesStrategic Orientation: Your good understanding of the business and its strategy enables you to lead the development of its people. You obtain the support of the senior management, Head of HR & employees to facilitate the implementation of L&D plans.Results Orientation: Establishes criteria or work procedures to achieve a high level of productivity, strives for surpassing standards of excellence by prioritizing work and removing obstacles for performance, works systematically & logically to resolve problems and to choose the best alternativeDevelop Self/Others- You are responsible, take initiatives and always ready to coach and develop others.Commercial acumenHR Core competenciesInfluencing & Negotiating: Persuades and influence others to take a particular course of action; develops alliances for organizational benefit.Process Discipline & Quality Orientation - Adheres to and establishes standard processes and guidelines; ensures quality output by setting up checks and supporting corrective actionsPersonal effectiveness and Credibility: Displays credibility by taking accountability and ownership at the workplace. Constantly strives to improve self by seeking and sharing feedback.Relationships / Contacts / CommunicationWho (internal & external)Internal: All functionsExternal: Training providers, Recruitment Agencies, Consultants, Outsource companiesVendors: N/AWhy (purpose of communication) and How often?Frequent: HR Service delivery, business support, problem solving

REQUIRED SKILLS

Budgeting, financial planning, Human resource and personnel development, Organize and manage recruitment campaigns, Human resources information systems, Training requirements analysis, Skill and competence mapping, Talent management and planning, Employee evaluations, Team leadership, Coaching

REQUIRED EDUCATION

Bachelor's degree