Talent and Organizational Development Manager – Hargeisa

Position title: Talent and Organizational Development Manager

Duty station: Hargeisa, with frequent travel to other locations

Reporting to: People and Culture Coordinator

Type of Contract: 1 Year Fixed Term with possible extension based on performance & funds

Closing date: 9 May 2024

Starting date: 1 June 2024

About CARE

CARE works around the globe to save lives, defeat poverty and achieve social justice. We seek a world of hope, inclusion and social justice, where poverty has been overcome, and all people live with dignity and security, with a specific focus on the empowerment of women and girls. CARE’s Vision 2030 strategy includes six broad impact areas, with specific impact targets and metrics aligned with the Sustainable Development Goals. CARE anticipates that its impact will increasingly be achieved at the systems level as part of its quest for sustainable impact at scale, achieved through local leadership in partnership with governments, the private sector and civil society actors.

Job Summary

Reporting to the People and Culture Coordinator, the Talent & OD Manager will lead and provide technical expertise in-country office talent management and contribute to the development of CARE Talent management strategy and successful implementation of a robust talent management framework.

S/he will deliver key talent solutions in partnership with the P&C Coordinator, People managers and teams. The position will develop and coordinate the implementation of organisational development and effective interventions, plans, and programs to meet business needs. S/he will be the centre of expertise in the field of Performance and culture and centre expertise to enhance organisation effectiveness.

Job Responsibilities:

Talent Management (40%)

• Lead execution of talent management strategies across the department; match talent between business units and functions across the geographies in the country office.
• Develop a deep understanding of business needs through close collaboration with key stakeholders.
• Define solutions in partnership with the P&C Coordinator and ensure high-quality resources are available to support Talent activities.
• Oversee the development and implementation of the country office talent strategy for talent management, succession planning and development.
• Constantly screen country office people trends and innovation to recommend new approaches and scan external environment trends, and share with the P&C Coordinator.
• Partner with Talent Acquisition to develop talent pipelines aligned to workforce planning and Succession Planning.

Organisational Design and Development (20%)

• Identify areas of opportunities to enhance the alignment of country office departments and strategy and improve overall organisational effectiveness.
• Deploy Organisational design principles and a core suite of tools and processes to drive effectiveness through roles and structures, spans of control, and matrix management in relevant technical and functional units.
• Facilitate change management processes to ensure smooth transitions during organisational changes.
• Conduct organisational assessments and develop action plans to address gaps and improve performance
• Regular audits of the organisational structure and recommendations to improve key people processes and practices in talent identification, acquisition, and assessment.
• Coordinate country office employee engagement practice annually and support action planning and implementation.
• Utilise the core competency frameworks, people data and insights, and CARE’s strategic organisational design priorities to support P&C organisational initiatives.
• Lead the development and implementation of leadership development interventions, coaching and mentorship programmes.

Employee Engagement and Performance Management: (20%)

• Develop and implement strategies to improve employee engagement and morale.
• Lead the implementation of a performance management process, including setting SMART goals for all employees, providing regular feedback (at least quarterly), and conducting annual performance evaluations focusing on continuous improvement.
• Provide coaching and support to managers and staff on performance management issues.
• Identify areas for improvement and address performance/learning gaps by design, develop and facilitate learning strategies to build employee skills to optimise operations
• Prescribes solutions for learning gaps, improving performance or solving performance problems.
• Oversee overall guidance for training activities in the area of responsibility.

Change Management, Communication, Learning and Development (15%)

• Work with HR Stakeholders, relevant organizational, technical, and functional areas, as agreed, to develop and embed competency framework which identifies, builds, and sustains key organizational competence required.
• Utilize the core competency frameworks, people data and insights, and the CO’s strategic organisational design priorities to support organisational initiatives.
• Support the development and implementation of Leadership development interventions, Global mobility, coaching and mentorship programs
• Drive change management by defining and executing the CO change management plan with HR Manager and DCD Operations.
• Ensuring all multi-disciplinary activities impacting change management are executed effectively.
• Bring solutions to line managers and leaders to help them drive local change initiatives and ensure that employees are willing to adopt the needed changes.
• Manage the CO organogram up to date; ensure that the OD/CM of the CO are timely and correctly reflected in an updated organogram of the CO.
• Identify learning needs and develop comprehensive learning and development plans for staff at all levels.
• Coordinate and facilitate training sessions, workshops, and other learning interventions to build staff capacity.
• Evaluate the effectiveness of learning and development programs and make recommendations for improvement.

Other Responsibilities As Assigned: (5%)

Qualifications

Education

Required

• Undergraduate Degree in Human Resources Management, Organizational Development, Business Administration or Social Sciences
• Professional Certification in Organizational Design and Development
• Professional qualification in Human Resource/ Development

Desired

• A Master’s degree is preferred.

Experience and Skills

Required

• 3+ years of progressively relevant experience in a company with a global presence or an international development organisation.
• Strong functional talent expertise, specifically talent management, succession planning and performance management.
• Strong demonstrated capabilities in delivering organisational performance improvement through people performance in a complex multicultural environment.
• Strong track record in organisational design and deployment of organisational design tools and processes.
• Strong track record in organisational development interventions from diagnosis to implementation.
• Demonstrated success in project management.
• Proven success in change management interventions in international environments.

Desired

• Highly developed analytical skills
• Experience in working with talent practices and technologies
• Ability to manage senior leader relationships and collaborate and build relationships with stakeholders across functional and organizational lines
• Cultural awareness and sensitivity.