Location: Liverpool

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Location: Liverpool

  1. 1. Job Title Talent & Innovation Manager Band: 4 Salary: £30,680 + Benefits (Rising to £35,590 after 2yrs satisfactory service) Directorate: Corporate Services Location: Liverpool Reporting to: Senior HR Business Partner, Talent & People Development Responsible for: No direct reports Main Purpose: The purpose of this post is to help develop and drive the initiatives and activities that underpin the organisations approach to organisation development in relation to talent management. Directly supporting the Senior HR Business partner, Talent & People Development, you will work closely with other colleagues in HR to introduce innovative ways to improve the processes, systems, networks, links and collaborative ventures that is the ‘talent pipeline’ for OGCbuying.solutions to enable the acquisition, development, management and retention of talent. This role is also pivotal in delivering the organisation’s approach to career development and succession planning. As a result, the post holder is required to work closely with the Senior Manager HR Business Partnering. Main Responsibilities & Deliverables The postholder will support the delivery of the talent strategy with a particular focus on the development and delivery of the talent pipeline through which the post-holder will deliver and manage the following: • Bespoke in-house graduate scheme; • Access to external sources of high potential staff (civil service fast stream/ GPS / OGC/professional bodies etc.); • Links with academic institutions (for interns, researchers, MBA projects, permanent resource etc.); • Links with industry, supply and customer base and other organisations to enable a structured approach to inward and outward secondments/loans; • Innovative approaches to access pools of talent in areas of scarce skills in conjunction with the HRBP’s In respect of the development, management and retention of talent, the postholder will actively manage and monitor the following:
  2. 2. • The overall approach to career development and management, including the maintenance and further development of competency frameworks • Talent planning activities including providing support to the HRBP’s with resource planning approaches and working with the People Development Manager to implement innovative approaches to developing talent ‘pools’ e.g. leadership and ‘high flyers’ programmes • The roll out of a Management and Leadership development strategy working closely with the other Senior HR colleagues and senior stakeholders across the organisation and our external training service providers. • Working closely with the Senior HR Business Partner across a range of associated activity, and in particular the co ordination and management of the succession planning processes and organisational design activities • The management and maintenance of the in-house integrated talent and performance management system • The production and analysis of key talent management information and associated HR metrics. • The provision of advice and guidance to line managers on all aspects of talent and performance management that will drive the talent strategy forward Required Competences and Experience CORE COMPETENCES Change • Leads, manages and promotes a positive attitude to change, supporting the team through change Organisational Capability • Enables the development of high performing teams across Buying Solutions, getting the best from everyone. Takes the lead on and encourages innovation within the team and promotes learning and development. Relationship Building • Maintains good relationships with senior management, peers and other colleagues and manages and supports a culture of high performance. Analysis and Use of Evidence • Ensure that evidence is collected, analysed and used to support all personal and team decisions. Keeps required, auditable records of evidence. Strategic thinking • Sets reasoned priorities for the team and contributes to the strategic development process Communication • Excellent written and verbal communication skills including the ability to deliver business presentations clearly and confidently to senior audience stakeholders. • Strong inter-personal and influencing skills, able to use a constructive approach to communication which ensures effective and constructive stakeholder engagement. Programme & Project Management
  3. 3. • The ability to operate PPM techniques effectively in all environments a track record of delivering on time within budget. JOB RELATED FUNCTIONAL COMPETENCES Specialist Knowledge and Experience • Direct involvement in the introduction and roll out of a structured approach to learning and talent identification, acquisition, management and retention. • A learning and development professional with sharp end experience of supporting a ‘learning organisation’. • Clear understanding and experience of rolling out organisational strategy aligned to vision and values. • Experience of devising and implementing innovative solutions to upskill and encourage talent development using competency frameworks and in support of performance management systems. PERSON SPECIFICATION Essential  Member of the CIPD or studying towards membership with a minimum of 5 years experience in HR People Development related role  Experience in competency based recruitment selection and performance management  Ability to managing all performance and talent development tools, such as the Performance Management, Career Development, and succession planning processes.  Knowledge and experience of talent acquisition working with recruitment agencies and specialists, universities, colleges, HR partners and internal stakeholders and training providers  Evidence of relationship management and collaboration at all levels including excellent interpersonal, communication and influencing skills, with evidence of presenting ideas clearly to individuals and groups.  The post holder must have proven ability to develop programmes for targeting the recruitment and selection of early talent for the organisation including experience of running graduate schemes and conducting assessments.  High level of IT skills preferably with experience of using and maintaining HR systems Desirable  Facilitation skills  Assessor or trainer qualification  Experience of managing projects using recognised Project Management tools and techniques
  4. 4.  Experience of managing staff or holder of a management qualification  Ability to undertake travel

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