Talent Strategy - HR Talent Strategy Associate Manager

Siegen HR Solutions; Mandaluyong; On-site; PHP 669,600 - 892,800; Full time

Job summary

A human resources consulting firm is seeking a Talent Strategy Associate Manager to define and manage HR programs, focusing on developing talent management strategies and executing talent planning processes. The ideal candidate has a bachelor's degree and at least 6-8 years of experience in various HR functions, including organizational development and change management. Excellent communication skills and the ability to engage with senior leadership are essential for success in this role.

Qualifications

• Minimum 6-8 years in HR functions like Organizational Development and Change Management.
• In-depth understanding of talent management principles.
• Ability to converse with high-level executives about HR strategies.

Responsibilities

• Define and manage Human Capital Strategy initiatives.
• Monitor implementation of HR strategy and report progress.
• Develop innovative talent strategies that align with business needs.
• Conduct talent planning discussions and provide insights.

Skills

HR strategy creation

Talent management

Organizational development

Change Management

Client management

Project management

Excellent communication

Education

Bachelor's Degree

Job description

About the job Talent Strategy - HR Talent Strategy Associate Manager

JobDescription:

TheTalentStrategist Associate Managerwill define and manage programs, createinitiatives and plans for the deployment of Human Capital Strategy. Support anddeliver development and application of guidelines, frameworks, toolkits andmethodologies. S/He will define, plan, mobilize and deliver a Change Journeyplan.

KeyResponsibilities:

HR STRATEGY

• Provide theHR leadership team with knowledge and expertise to facilitate creation ofa business aligned HR strategy
• Assesscurrent capabilities and culture of the HR organization and identify gapsthat must be addressed to successfully implement the HR strategy
• Provideinputs regarding the best ways to measure the effectiveness of HRstrategic planning and implementation processes
• Oversee andmonitor the implementation of the overall HR strategy and report progressto HR leadership
• Establishand maintain effective service management for HR by developing andmaintaining the HR service catalogue, HR scorecard, SLAs and operatinglevel agreements
• Build HRprogram/project and change management capability by defining a set ofglobal standards and designing, developing and deploying change managementand communication toolkits

TALENTMANAGEMENT STRATEGY

• Focus ondeveloping innovative talent strategies that address the diverse needs ofour business and our people
• Maintainexpert knowledge of their specialty area by researching best practices,monitoring legal developments, evaluating emerging trends, keepingappraised of technological advancements and conducting benchmarkcomparisons
• Monitoroverall effectiveness of HR programs and services by monitoring key talentmetrics to identify and analyze people related issues, root causes, andpossible levers for solutions
• Determineengagement survey strategy basis market research and working with thoughtleaders in the engagement space
• Responsiblefor the effective design and smooth deployment of the engagement survey.Ensure we are asking relevant questions, and doing the right analysis
• Participatein the formulation of the strategy and policy for recognition whileensuring alignment with the overall HR strategy

TALENTPLANNING

• Overallresponsibility for the Talent Planning process execution
• Conduct/supporttalent planning discussions and provide local perspective on future keytalent needs
• Summarizeoverall talent needs and action plans
• Facilitatethe roll out of talent planning processes
• Monitorprogress against action plans and provide updates to HR/businessleadership as appropriate, flagging risks, issues etc

Qualifications:

• Graduate ofany Bachelor’s Degree course
• Must have atleast 6-8 yearsin different HR Function like OrganizationalDevelopment, Learning, Change Management, Engagement and the like.
• In-depthunderstanding of organization development, talent management and changemanagement principles, and their alignment to training and development
• Excellentcommunication skills, can converse and deal with MDs, sit down and talkabout strategies
• Deep-divingin strategic plans with other departments and lines of business to ensurethe formulation of efficient and effective interventions that willtranslate to business success and employee engagement
• Strongclient management and project management