Talent Optimization - Taguig, Pilipinas - AboitizPower

Paglalarawan

Job ID: 1210

Location: Taguig

Company: Aboitiz Power Corporation

Department: AP HR Talent Optimization & Culture and Engagement

Employment Type: Probationary

Work Arrangement: Hybrid

Mission Of The Function:

The Human Resources Manager for Talent Optimization contributes to ensure that the organization is continuously building and developing its leadership, functional and technical capabilities to deliver and execute its current and future goals and strategies.

The role/function is responsible for the execution and governance of Talent Optimization strategies, processes and programs across 1AP, including Talent Management, Learning & Development and Performance Management processes, and programs. Moreover, the role is expected to formulate OD strategies, design, develop and successfully rollout/implement organizational development projects and programs.

Responsibilities:

• Talent Management and Succession Planning
  
  

Implements Succession Planning, Key Talent Reviews and Talent Optimization initiatives and development plans to build bench strength.

Manage the design and development of talent retention programs and succession management plans to ensure minimal business disruption due to attrition and to support management in developmental initiatives such as talent mobility and professional growth.

Facilitates regular Key Talent Review and Succession discussion to ensure business continuity, and development and retention of Critical Position holders and key talents.

Leads and ensures follow through and resolution (in collaboration with the accountable unit) of the action items raised from the succession discussion to address gaps.

Manages 1AP key talent data, succession analytics and report for timeliness, accuracy, relevance and interpretation to establish trend, forecast needs, assess talent gaps within the organization and support decisions on human capital strategies and issues

Design and development of the appropriate approach to talent management and succession planning, manage the analysis of processes (review of the design and implementation) as needed to determine areas of improvement, align processes with strategic directions, and recommend ways to streamline processes in order to effect organizational efficiency.

• Strategic Workforce Planning
  
  

Assists in the review and preparation of data, analytics and insights to support decision making on succession reviews, development programs and other activities.

Supports in the designing and facilitation the strategic workforce planning process for the organization and consulting and facilitation support to AP business units and corporate services groups, as needed.

Ensures that the process and framework used to identify mission critical capabilities and talents are effective in addressing the strategic growth and direction of the organization.

• Performance Management
  
  

Supports in the overall annual Performance Management activities (eg. Goal Setting, Individual Development Planning and Implementation, Career Discussions, Year-End Review) of 1AP.

Review and manage Performance Management guidelines. Strengthens and updates the overall process and policies of Performance Management as needed.

• Learning and Development
  
  

Provide guidelines and principles for the Individual Development Plans (IDP) that will ensure alignment with specific needs in resolving competency gaps and preparation needed in the assumption of future job assignments.

Manage the effective execution of learning and development interventions and solutions to mitigate any relevant gaps and drive business outcomes.

Manage the design and development of appropriate leadership and accelerated development programs to improve leadership effectiveness and strengthen talent pipeline that will enable succession and replacement plans for the organization (e.g. career mapping and pathing)

Reviews and updates Learning and Development and Culture and Engagement Policies and Guidelines and ensures continuous improvement, streamlining, alignment and scalability across 1AP.

• Team Management
  
  

Leads in motivating the team to ensure achievement of goals and maintaining an inspired/energized environment.

Ensures that team goals and KPIs are identified and achieved by managing team and individual performances.

Ensures the leadership and functional competence of the work stream team across 1AP.

• HR Systems
  
  

Serves as functional support for strategic HR systems - related to Talent Management, Learning & Development and Performance Management.

Ensures facilitation of Talent Management, Learning Management and Performance Management Systems, including conducting user training and first level troubleshoot support.

Qualifications:

• Education
  
  

Bachelor's Degree in Psychology, Behavioral Science, or any related discipline

Master's Degree In Applied/Industrial Psychology Or Business, Preferred

• Experience
  
  

Professional: At least 7 years of experience in human resources, progressively within organizational development, talent management, learning and development and competency and performance management.

Leadership: At least 3 years of experience in managerial capacity

Mission Of The Function:

The Human Resources Manager for Talent Optimization contributes to ensure that the organization is continuously building and developing its leadership, functional and technical capabilities to deliver and execute its current and future goals and strategies.

The role/function is responsible for the execution and governance of Talent Optimization strategies, processes and programs across 1AP, including Talent Management, Learning & Development and Performance Management processes, and programs. Moreover, the role is expected to formulate OD strategies, design, develop and successfully rollout/implement organizational development projects and programs.

Responsibilities:

• Talent Management and Succession Planning
  
  

Implements Succession Planning, Key Talent Reviews and Talent Optimization initiatives and development plans to build bench strength.

Manage the design and development of talent retention programs and succession management plans to ensure minimal business disruption due to attrition and to support management in developmental initiatives such as talent mobility and professional growth.

Facilitates regular Key Talent Review and Succession discussion to ensure business continuity, and development and retention of Critical Position holders and key talents.

Leads and ensures follow through and resolution (in collaboration with the accountable unit) of the action items raised from the succession discussion to address gaps.

Manages 1AP key talent data, succession analytics and report for timeliness, accuracy, relevance and interpretation to establish trend, forecast needs, assess talent gaps within the organization and support decisions on human capital strategies and issues

Design and development of the appropriate approach to talent management and succession planning, manage the analysis of processes (review of the design and implementation) as needed to determine areas of improvement, align processes with strategic directions, and recommend ways to streamline processes in order to effect organizational efficiency.

• Strategic Workforce Planning
  
  

Assists in the review and preparation of data, analytics and insights to support decision making on succession reviews, development programs and other activities.

Supports in the designing and facilitation the strategic workforce planning process for the organization and consulting and facilitation support to AP business units and corporate services groups, as needed.

Ensures that the process and framework used to identify mission critical capabilities and talents are effective in addressing the strategic growth and direction of the organization.

• Performance Management
  
  

Supports in the overall annual Performance Management activities (eg. Goal Setting, Individual Development Planning and Implementation, Career Discussions, Year-End Review) of 1AP.

Review and manage Performance Management guidelines. Strengthens and updates the overall process and policies of Performance Management as needed.

• Learning and Development
  
  

Provide guidelines and principles for the Individual Development Plans (IDP) that will ensure alignment with specific needs in resolving competency gaps and preparation needed in the assumption of future job assignments.

Manage the effective execution of learning and development interventions and solutions to mitigate any relevant gaps and drive business outcomes.

Manage the design and development of appropriate leadership and accelerated development programs to improve leadership effectiveness and strengthen talent pipeline that will enable succession and replacement plans for the organization (e.g. career mapping and pathing)

Reviews and updates Learning and Development and Culture and Engagement Policies and Guidelines and ensures continuous improvement, streamlining, alignment and scalability across 1AP.

• Team Management
  
  

Leads in motivating the team to ensure achievement of goals and maintaining an inspired/energized environment.

Ensures that team goals and KPIs are identified and achieved by managing team and individual performances.

Ensures the leadership and functional competence of the work stream team across 1AP.

• HR Systems
  
  

Serves as functional support for strategic HR systems - related to Talent Management, Learning & Development and Performance Management.

Ensures facilitation of Talent Management, Learning Management and Performance Management Systems, including conducting user training and first level troubleshoot support.

Qualifications:

• Education
  
  

Bachelor's Degree in Psychology, Behavioral Science, or any related discipline

Master's degree in Applied/Industrial Psychology or Business, preferred

• Experience
  
  

Professional: At least 7 years of experience in human resources, progressively within organizational development, talent management, learning and development and competency and performance management.

Leadership: At least 3 years of experience in managerial capacity