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HR Business Partner - Talent Management

Published on 23.03.2021

Company

Website : https://www.first-quantum.com/English/home/default.aspx
Industries :
Industry, production, manufacturing and other
Job ads : See our Job Ads
First Quantum is a global copper company. We produce copper in the form of concentrate, cathode and anode, and have inventories of nickel, gold... read more

Job Ad & Profile Description

Position : HR Business Partner - Talent Management

At First Quantum, we free the talent of our people by taking a very different approach which is underpinned by a very different, very definite culture – the “First Quantum Way”.

Working with us is not like working anywhere else, which is why we recruit people who will take a bolder, smarter approach to spot opportunities, solve problems and deliver results.

Our culture is all about encouraging you to think independently and to challenge convention to deliver the best result. That’s how we continue to achieve extraordinary things in extraordinary locations.

Overall Job Purpose

The Talent HRBP will assist in developing and driving talent management programs, processes and procedures in order to maintain a viable talent pipeline to meet the organisation’s current and future business needs and in turn drive company values, increase employee engagement, and accelerate performance to deliver business results. 

The role will execute and measure effectiveness of talent programs; partner and collaborate with talent team and business leaders to develop, communicate and implement programs and processes.

Key Responsibilities

Talent Management – 25%

  • In collaboration with the Superintendent develop and execute the talent management strategy across various functions of the business
  • In collaboration with the Superintendent, HRBPs and line managers translate business objectives into talent requirements and isolate the roles essential to success
  • Prepare and implement talent management annual calendar
  • On an annual basis socialize the talent management strategy to the HRBPs by explaining the key focus areas and philosophies (creating definitions for talent for different talent pools)
  • Ensure that all line managers are trained in the talent management framework 
  • Conduct talent review forums in collaboration with HRBPs and line managers
  • Build succession plans for key roles in partnership with HRBPs
  • Develop and implement programs, processes and systems in support of talent management strategy.
  • Serve as a key point of contact to the business for talent management programs.
  • Provide professional expertise and support in the design, development and implementation of the talent review processes required to achieve business goals and results in the creation of an internal bench of top talent.
  • Collet, analyse and maintain data gathered to inform targeted leadership development (e.g. succession planning and workforce planning).
  • Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning.

Talent Identification and Mapping – 20%

  • Based on business needs today and, in the future, in collaboration with HRBPs and line managers identify what talent the business needs, what talent the business has and where the talent gaps exist
  • Participate in organisational and functional talent mapping with the HRBPs and line managers
  • Implement agreed upon projects, using and optimizing the resources necessary to meet established goals within cost, schedule, and quality objectives.
  • Identify project management implementation and execution gaps or areas for improvement, recommend and implement solutions.

Talent Development and Tracking - 20%

  • Advise the HRBPs, learning & development team and line managers where and how the organisation should invest its time money and effort based on talent strategy.
  • Guide the HRBPs and line managers on what investment is needed to meet business needs for talent.
  • Guide HRBPs on talent development strategies i.e. Build, Buy, Borrow
  • Ensure that all staff in various talent pools have development plans
  • Ensure that all development plans are tracked on a quarterly basis
  • Conduct snap checks on actual implementation of development plans

Talent Management Impact - 20%

  • In collaboration with the learning & development team, HRBPs and line managers track development and retention of key talent.
  • Quarterly reporting on talent bench strength
  • Measure effectiveness of investments
  • Conduct closed loop feedback from various talent pools and use feedback to enhance the talent management processes
  • Meet with line managers and HRBPs to give insights and feedback

Resourcing – 10%

  • Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction.
  • Develop effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring.
  • Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.).
  • Complete hiring process within defined metrics to minimize overall time-to-start.
  • Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.

Management Information – 5%

  • Compiling Human Resource statistical reports on monthly, quarterly and annual basis for management information and decision making.
  • Provide value added resourcing and talent reports for senior stakeholders on a regular basis providing them with information required to enable strategic business decisions to be made.
Required profile for job ad : HR Business Partner - Talent Management
  • A solid understanding and knowledge of employment laws, employee relations, compensation practices, organizational diagnosis, diversity programs, talent management models. 
  • ZIHRM certification is a must

Key Job Attributes

  • Highly detail-oriented, analytic, energetic and self-motivated individual
  • Passion for a talent mind-set and driving performance
  • Strategic – understands and can articulate the company strategy and how one’s role fits in and drives its successful execution
  • Comfortable working in an environment in which businesses processes, tools, deadlines etc. are continually evolving
  • Committed to creating & searching for new and innovative approaches to activities that enhance performance
  • Resourceful in overcoming roadblocks that hinder processes
  • Ability to prioritize and work on multiple tasks simultaneously
  • Comfortable with change – knows how and when to be effective, successful change agent
  • High degree of organizational and time management skills; able to set and manage expectations and competing priorities
  • Must possess excellent communication, negotiation and influencing skills

Experience required to perform in this job

  • 5 years formal HR work experience
  • At least 3 years demonstrated experience designing and executing talent management and/or learning and development roles.
  • Key stakeholder management experience, including senior business leaders
  • Demonstrated experience managing multiple projects and managing activities to meet multiple competing deadlines.
  • Excellent analytical skills, including advanced proficiency in Excel
  • Experience supporting organizations with high degree of complexity
  • Proficiency in MS Office (Word, Excel-advanced, and PowerPoint)

Qualifications

  • Bachelor's degree in a job-related major and 3-5 years of related experience; or a combination of education and experience.

Job criteria for job ad : HR Business Partner - Talent Management
Job category :
HR, training
Management
Industries :
Industry, production, manufacturing and other
Employment type :
Permanent contract
Region :
Central - Copperbelt - Eastern - Luapula - Lusaka - Muchinga - North-Western - Northern - Southern - Western
Experience level :
5 to 10 years
Educational level :
Bachelor
Spoken language :
englishfluent
Number of Position(s) : 1

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