South Sudan: Call for CV's: Consultant - Talent Development Manager

I. Position Information

Position title

Duty station

Talent Development Manager

Juba, South Sudan

Appointment type

Consultancy

Reports directly to

Senior Resource Management Officer

II. Organizational Context and Scope

Under the overall supervision of the IOM Chief of Mission in South Sudan and direct supervision of Senior Resource Management Officer (SRMO) in consultation with Human Resources and Line supervisors, the Talent Development Manager is responsible and accountable for needs assessments, gap analysis and development of capacity for identified staff target group.

III. Responsibilities and Accountabilities

Overall

1. Drive talent management processes (acquisition, onboarding, career planning and development, talent calibration, slating, succession planning, etc.,) including developing supporting tools and communications.

2. Act as a strategic partner of Program Managers and Human Resource on talent management processes.

3. Assist in improving support documentation, such as job descriptions, job analysis, training and development plans, etc.

4. Develop and maintain strong relationships with team members, peers, and business partners (PMs and HR)

Talent Development

1. Build, support and enhance local talent development strategies in line with organization needs and organizational growth and change.

2. Work closely with Program Managers and/or Human Resource to identify and address talent gaps and ongoing and upcoming needs.

3. Assess and identify creative solutions to create an internal pool of talents.

4. Develop content for (by partner with internal and external experts) and implement innovative training/development programs for all levels within the organization.

5. Lead employee engagement activities, including necessary employee surveys and recommend measures for development of current talent pool.

6. Together with the PMs and HR, conduct assessments and provide individual feedback, development planning and coaching support to identified talents.

7. Develop KPIs to evaluate effectiveness, impact and value of investment of talent development programs; and recommend improvements and support changes.

TalentAcquisition

1. Build, support and enhance local talent acquisition strategies and rollout plans in line with organization needs and organizational growth and change.

2. Together with PMs and HR, implement and utilize business support tools and resources and develop new tools to enhance effectiveness of talent acquisition.

3. Support PMs and HR on talent acquisition with candidate management and sourcing and other activities as needed.

4. Work and coordinate closely with Program Managers and Human Resource to create dynamic and customized onboarding program to fill skill and competency gaps.

5. Assist with on-boarding new team members; acclimate to our culture and processes.

IV. Required Qualifications and Experience

Education

• Master’s degree in Human Resources Management, Public or Business Administration, or Management;
• Five years’ of relevant work experience and a combination of relevant training

Experience

• Experience in talent management and talent acquisition, organization development, human resources, or performance management;
• Excellent organizational skills. Equipped with a process to organize information and details;

· Critical mind and ability to challenge the organizational structure and approach by proposing improvements to organization design and job designs.

· Previous experience working in hardship environment;

· Solid computer skills, including proficiency in MS Office package (Office, Excel, Power Point, Outlook), internet and Email.

V. Languages

Required

(specify the required knowledge)

Advantageous

Fluency in English is required.

VI. Competencies**[1]**

The incumbent is expected to demonstrate the following competencies:

• Accountability – accepts and gives constructive criticism; takes responsibility for action and manages constructive criticisms
• Client Orientation – works effectively well with client and stakeholders; keeps clients informed of developments

· Continuous Learning – promotes continuous learning for self and others

· Communication – listens and communicates clearly, adapting delivery to the audience

· Creativity and Initiative – actively seeks new ways of improving programmes or services

· Leadership and Negotiation – develops effective partnerships with internal and external stakeholders;

· Performance Management – identify ways and implement actions to improve performance of self and others.

· Planning and Organizing - plans work, anticipates risks, and sets goals within area of responsibility;

· Professionalism - displays mastery of subject matter

· Teamwork – contributes to a collegial team environment; incorporates gender related needs, perspectives, concerns and promotes equal gender participation.

· Technological Awareness - displays awareness of relevant technological solutions;

· Resource Mobilization - works with internal and external stakeholders to meet resource needs of IOM ( optional depending on position level)

· Technical skills

o effectively applies specialized knowledge of talent management and talent acquisition, organization development, human resources, or performance management.

o ability to facilitate, organize, and manage multiple priorities and/or projects.

o ability to build strong working relationship with peers, internal and external customers, and all levels of management.

o ability to positively influence others through in-person and virtual communication channels.

[1] Competencies should be drawn from the Competency Framework of the Organization.

Interested candidates are required to submit a letter of motivation and curriculum vitae clearly indicating the position title and reference number in the subject line by e-mail on vss@iom.int