Purpose of the role:

As a talent specialist, this role will primarily lead and support all talent management practices across the business. The role in partnership with People Partners and business leaders will deliver the full spectrum of Talent management practices as defined within Absa. The role will be accountable for the entire hiring, and talent review and retention processes while working through the People Partners to ensure positive colleague experiences in performance management, talent development and exit. This is a strategic role responsible for assessing talent needs across the business and recommending relevant strategies, processes, and systems to advance talent management within Absa Bank Kenya.

Key Accountabilities & Time Split

Talent Acquisition: 30%

• Contribute to the definition and design of innovative sourcing strategies that will enable the establishment of a diverse pool of talent to meet the evolving needs of the business.
• On a regular basis, proactively explore all channels and processes to build diverse pools of talent. Utilize agencies, and pipelines, e.g., graduates and learners, internal and external databases, and other data mining approaches to source candidates
• Implement creative direct to market talent capturing solutions for the Business, i.e., create and maintain a ‘potential candidate’ database, advertising on web-based job search sites, e.g., LinkedIn.
• Apply appropriate marketing approaches to attract talent for roles and Draft direct to market advertisements taking into consideration the recruitment criteria and the current business needs with regards to talent.
• Assess and shortlist candidates’ suitability for specific roles
• Manage post interview responses and feedback to candidate’s candidate management experience
• Manage the engagement between candidates, hiring managers, People Business Partners (PBP’s) from first point of contact until the on-boarding process through continuous feedback to business and candidates
• Provide advisory and support in psychometric assessments, assessment centres and development centres for different roles and development resulting actions plans.
• Conducting research on peers, build industry networks, attend industry specific events, job fairs, and partner with labour agencies and tap into global networks.
• Oversight on on-boarding of new hires.

Talent Management 30%

• Lead People Business Partners with Talent reviews, Talent mapping and designing development interventions for top talent
• Maintain and implement up-to-date talent practices, procedures, and guidelines pertaining to end-to-end talent management in Absa.
• Partner with Learning and People partners to up skill people managers on end-to-end Absa talent management processes including hiring, Competency Based Interviews, Workday process, tools and assessment methods, career management and development, performance management, exit processes.
• Maintain up-to-date country top talent, critical skills, and succession data.
• Partner with Learning in the implementation of talent development and retention initiatives.
• Advise People and Culture leadership on emerging Talent management and retention thought leadership.

Talent Projects (20%)

• Manage the end-to-end key talent projects such as the Internship and Graduate Talent programs aligned to the policy
• End to End Management of agency and third-party suppliers.
• Lead the employer branding initiatives

Reporting and Metrics: 10%

• Determine with the Head of Leadership, Learning and Talent, what metrics are relevant and ensure that data is collected and captured to measure performance against metrics
• Provide monthly Talent Analytics to enable evaluation of process and advice decision making
• Manage and update Talent Scorecard and vacancy tracker for the business to enable monitoring of performance against sourcing plan
• Support analysis of pertinent statistical data to identify trends and developments related to full spectrum of talent management and contribute to Group policies.

Talent Management Governance 10%

• Ensure that the application of the Talent Acquisition Policy and Talent Management Policy and process in the business adheres to the Policy and process.
• Review adverse risk assessments and provide recommendations to the Head of Leadership, Learning and Talent to approve or decline.
• Partner with the Head of Governance to manage any emerging risks, controls and maintain acceptable levels.
• Acts as Talent Acquisition quality controller and maintain Talent Acquisition standards at best practice within business units
• Educate hiring managers on the relevance and importance of risk assessments

Technical Skills And Competencies

Technical Skills:

• General HR management
• Employee selection procedures and techniques
• Benchmarking and horizon scanning
• Talent scouting
• Broad talent management practices
• Assessment Centre's end to end delivery

Competencies:

• Recruitment and talent sourcing approaches
• Negotiation
• Customer excellence – service delivery
• Digital familiarity
• Effective communication
• Stakeholder engagement
• Analytical and critical thinking

Knowledge and skills:

• Advanced knowledge of the Kenya labour laws especially Employment Act
• Benchmarking
• Human Capital technology. Knowledge of Workday would be an added advantage
• Have progressive experience in talent management; strategic HR; change management, digital transformation and likely some experience from consulting and/or advisory roles in international contexts.
• A good understanding of the HR Policies, HR Services and procedures, and the HR governance framework

Education:

• University degree in business management, HR Commerce or industrial psychology
• CHRP Certification Kenya
• Organisational psychology/behaviour or similar will be an added advantage
• Certification in running and interpreting assessments
• Project Management qualification

Experience

• At least 4 Years’ experience in Talent Acquisition, Candidate on-boarding and Talent management in high growth areas with a record of execution of workforce plans
• End to end experience in talent management including talent identification, talent reviews and talent pool management
• Experience in running assessment or development centers
• Experience in managing Graduate Management and internship programs is added advantage
• Experience in managing Applicants Tracking Systems (e.g. Taleo, Workday , Oracle)
• ‘A doer’ not simply a strategist . Hands on and energetic in follow through to see actions into completion.