Major Duties and Responsibilities

Purpose, Integrate – Transform

Talent Management Strategy:

• Develop and implement a comprehensive talent management strategy encompassing performance, retention, succession planning, mobility, and talent reviews.
• Identify and implement retention strategies that encourage employee engagement, satisfaction, and long-term organizational commitment.
• Analyzes and determines the future talent needs and develops a talent pool and repository for current and future AGRA needs.
• Designs and develops innovative and highly effective talent management programs and processes to improve the depth and diverseness of AGRA’s global leadership talent, assuring the appropriate connection of proposal and delivery methods, education, and development programs.

Performance Management

• Ensure the effectiveness of the performance management framework that aligns with our mission and corporate goals, promotes high performance, and addresses underperformance effectively.

Succession Planning:

• Lead succession planning efforts to ensure critical roles are identified and that there are clear plans for filling these roles.

Competency Framework:

• Maintain a process of creating new and revising existing job profiles and competencies.

Compensation and Benefits:

• Manage and administer employee benefits programs, including health insurance, retirement plans, wellness initiatives, and other perks or incentives.

Project Management:

• Lead and manage HR projects from inception to completion, ensuring that projects are delivered on time, within budget, and of high quality.
• Manage and monitor project risks, develop mitigation plans to minimize project impacts, and provide regular project status reports to the Director _ POD and other stakeholders.

Engagement, Empower – Compel

• Perform business analysis services by working collaboratively with POD and cross-functional teams to identify project requirements, scope, objectives, and outcomes and conducting process analysis to identify process improvements and efficiencies to optimize project delivery.
• Collaborate with key organizational stakeholders to understand their talent needs and challenges.
• Leads the line managers in implementing the performance management system, which includes individual development plans (DPs) and employee development programs.
• Supports line managers on all phases of talent management, such as succession planning programs to identify and develop high-potential employees for key and leadership positions, assessment, talent pipelines, and selection processes.
• Partners with Employee Development to create and maintain high-potential career development programs, including building procedures, tools, and guidelines/framework.

Delivery, Develop Programme / Business Line(s)

• Contributes to creating a skills-based organization by regularly conducting skills and competency mapping activities to ensure a robust skills library that development initiatives address skill gaps, and the organization is future-ready.
• Utilizes data and analytics to inform talent decisions and demonstrate the impact of talent initiatives on organization outcomes.
• Prepare and present reports to leadership on talent metrics, challenges, and opportunities.
• Ensure the development and implementation of core competencies and key performance measures into the performance appraisal system. Analyze and report on measurement results.
• Administer measurement tools to determine the success of organizational development programs.

Education, Qualification & Experience

Education

• A bachelor’s degree in human resource management, Public Administration, Business Administration, Project Management, or an equivalent degree from a recognized University or institution.
• MBA (Human Resource Management) – an added advantage.

Certification

• Member of The Institute of Human Resource Management (IHRM) or its equivalent

Relevant Experience

• Broad generalist HR experience and a proven track record at a senior level in delivering quality, business-focused HR solutions in large and complex organizations.
• Demonstrated experience leading large-scale organizational-wide change programs, including reorganizations and workplace restructures.
• Experience leading projects with a highly consultative approach, actively seeking stakeholder input and collaboration, fostering a collaborative environment that drives successful outcomes.
• Utilize Agile methodologies to execute projects, maintain project schedules, and lead and manage projects from inception to completion.
• A working knowledge of French will be an advantage.