Tasks
- Advise line managers on resource planning options.
- Coach employees to refer to career development policy, framework and programmes for career progression.
- Coach line managers to relay key performance indicators and performance goals to employees.
- Collaborate with line managers to anticipate future skills demand and supply.
- Define learning and development needs based on business and staff capability needs.
- Develop plan to deploy organisation's workforce to maximise productivity.
- Engage senior management to support organisation development and change interventions.
- Facilitate talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles.
- Facilitate the redesign of the organisation structure to better deliver its vision, mission and strategy.
- Guide hiring managers in selection of candidates with right competencies, experience and culture fit through effective appraisal.
- Guide line managers in their understanding and usage of performance management policy, framework and processes.
- Guide line managers in usage of compensation strategies and programmes to attract, motivate and retain workforce.
- Guide onboarding managers to enhance orientation programmes.
- Guide senior management to carry out succession plans to identify and groom individuals to take over leadership roles.
- Liaise with employees to evaluate organisation development and change interventions.
- Prioritise critical open positions to be filled in consultation with line managers.
- Provide advice to business leaders and managers to position the organisation as an employer of choice.
- Recommend sourcing channels to source the suitable candidates in line with business needs.
- Secure involvement of business leaders in the onboarding processes to induct new hires effectively.
