Head Of Talent Development

Head Of Talent Development

Applications are invited from suitably qualified professionals to resource the position of Unit Head, Talent Development, Talent Management Department, Human Resources Division. Reporting to the Head, Talent Management, the successful candidate will be responsible for:

General Management

1. Developing performance standards, monitoring team performance, and coaching direct reports to support the achievement of departmental objectives.

2. Preparing the budget for the portfolio and monitoring expenditure on a monthly basis to identify and address variances. 

3. Preparing standard reports to document the portfolio’s performance vis-a-vis objectives and preparing ad- hoc reports.

4. Preparing submissions and making recommendations on portfolio issues for consideration by the Head, Talent Management.

5. Monitoring the effectiveness of existing policies, procedures, guidelines and practices and proposing changes where necessary in keeping with best practice.

6. Managing the Training Institute including budget, facilities and equipment.

7. Leading the formulation of departmental objectives in accordance with the strategic goals of the Bank.

Training Needs Analysis

8. Leading and managing the conduct of the Bank’s Training Needs Analysis (TNA) exercise to assess strategic and operational competency gaps.

9. Establishing and maintaining an appropriate mechanism for competency/talent assessments   and conducting talent assessments utilizing appropriate strategies, tools and processes to identify employee proficiency levels for learning and development needs.

10. Collaborating with supervisors to develop individual and/or performance improvement development plans (IDPs; PIPS) for select employees to include on-the-job, informal and formal learning experiences.

11. Reviewing selected IDPs/PIPs Development Plans to assess progress and providing or assisting with guidance, counselling and advice as required or referring members of staff for external personal and career counselling as required.

Programme Design and Delivery

12. Promoting a culture of lifelong learning within the bank by sensitizing managers about the various methods to coach and encourage staff development.

13.  Leading the design and development of TORs for learning solutions targeting specific learning needs including  the formulation of learning objectives, the review and or development of programme content, the selection/creation of appropriate teaching/learning aids and the selection of appropriate delivery methodologies.

14. Forging strategic partnerships with leading content providers and SMEs in more mature jurisdictions to augment knowledge sharing etc.

15. Keeping abreast of, and incorporating developments in technology into learning delivery, increase convenience and broaden access.

16. Collaborating with HR colleagues to design, implement, and evaluate the Bank’s orientation programme.  

17. Managing the development, execution, and implementation of the Bank’s Succession Planning and Performance Improvement Programmes.

18. Leading the process for designing, implementing, and monitoring corporate mentorship, performance coaching, and other human resources interventions that enhance staff performance.

19. Providing guidance and career counselling to members of staff at all levels of the organisation.

20. Facilitating selected training and development workshops and/ or seminars.

21. Ensuring that the department maintains an accurate database to track staff participation in training, and facilitate the prompt retrieval of training information.

Training Evaluation   

22.  Developing an appropriate training evaluation framework complete with the necessary tools to evaluate learning at the four levels to include rerun on expectation (ROE).

23. Conducting analyses of the effectiveness of learning and development programmes and presenting relevant data and statistics;

24. Overseeing the design/ development of appropriate data collection instruments to capture training impact at the levels of reaction, learning, transfer, and return on investment.

Representation

25. Leading the  content design portfolio of Sub-committees established for major conferences and seminars hosted by the Bank.

26. Promoting the Institute to potential users locally and overseas, and liaising with representatives of joint venture training partners to arrange and deliver local and regional conferences.

Minimum Qualifications and Experience

• Post Graduate degree in Human Resource Development/Management, or Workforce Development with at least six (6) years’ experience in learning and development at least three of which should be at the management level.

OR

• Undergraduate degree in Human Resource Management/ Development, Workforce Development, or Educational Leadership with certification in Training & Development and at least eight (8) years of related experience of which four (4) must be at the managerial level.

• Specialized training in career counselling would be an asset.

Key Technical and Behavioural Competences

• Expert knowledge of adult learning theories, principles, and practices;
• Highly developed business acumen
• Expert knowledge of training needs analysis;
• The ability to design training programmes and teaching/learning aids around identified training needs;
• Expert knowledge of training evaluation principles and practices;
• Adept ability in formulating and assessing learning objectives;
• Highly developed critical thinking skills
• Strong report preparation skills;
• Flexibility and an openness to change;
• A strategic thinker who understands the business value of the human resources function insofar as it relates to the   strategic reach of the learning and growth function;
• Working knowledge of relevant computer applications and a willingness to embrace technology as part of the teaching and learning process;
• Demonstrated human relations, interpersonal and leadership skills;
• Ability to communicate effectively in oral and written formats to a variety of audiences;
• Strong customer orientation;
• Ability to build and maintain harmonious working relationships and lead the team in achieving organizational goals.
• Demonstrated ability to leverage emotional intelligence and negotiation skills to arrive at the most suitable outcome for all stakeholders