Executive - Talent Management

Executive – Talent Management

(Based at Malabe)

MAS Legato is the Shared Services arm of MAS Holdings, focused on offering Finance and HR services across the organization. The time and operational efficiencies created through a shared services platform makes MAS Legato a critical component of MAS, as a future-ready organization.

We are looking for an active team player to be responsible for the talent development and training processes for the division, aligned to MAS Organization Development COE guidelines/policies/protocols and the organization design processes for the division, aligned to MAS Organization Design COE guidelines/policies - in order to deliver robust solutions that improve work relationships, employee morale, increase productivity and retention and also support long term business growth of the division.

Key responsibilities:

• Support in providing guidelines at the commencement of the Learning & Development (L&D) cycle to facilitate timely completion of the divisional/business unit IDP process and liaise with MAS COEs to address constraints or to seek guidance, as necessary.

• Support in providing cycle guidelines to drive the technical specialist track (technical ladder) assessment process and related protocols ensuring that the division/ business unit completes the assessments in an accurate, effective & timely manner.

• Conduct train-the-trainer sessions or refresher sessions for creation of IDPs.

• Consolidate the development/training needs (from IDPs) with department heads, other relevant parties and consolidate the annual L&D budget. Share the budget with SBU Finance for approval.

• Prepare training/development calendars (annual/ quarterly/monthly/weekly etc.) or as per the needs of the division and assist with/support all related administrative/logistics arrangements in order to ensure successful delivery of training initiatives.

• Analyze/craft/propose most appropriate/best training/development solutions to meet current/future requirements so that the division/group stays up to date with current trends (this includes researching/ designing/creating new training content in consultation with the BP/HOD’s and also includes facilitator training interventions to successfully deliver the programs to participants).

• Upon assessing the requirements of trainers, connect with the L&D COE and check for internal/ external trainer availability.

• Consult with the Group L&D on any new development intervention proposals, conduct research and present the relevant findings, which would help support group wide deployment of new interventions. Obtain business/BP endorsement prior to deployment.

• Map training & development courses (new programs) to the MAS competency framework and share details with the COE and relevant parties as and when required.

• Validate training nomination lists shared by HRSS for identified/ selected programs in order to ensure that there is sufficient budget provision (EDP/MDP/Group driven programs) for successful completion of the program highlighting any anomalies/ variances to the superior.

• Enable the programs such as EDP, MDP, BCE, MCL by conducting the sessions, taking attendance, scheduling presentations and evaluating final results. Evaluate pre & post evaluation results for relevant programs and liaise with HRSS team for certificates.

• Evaluate/propose/map suitable online training interventions/courses to specific employee development requirements that are highlighted via IDPs/SDPs or other ad-hoc forums.

• In consultation with the HR Business Partners, assign suitable Mentors/Coaches to identified individuals based on their specific developmental requirements/needs or requests.

• Conduct periodical audits in order to ensure that development/training requirements (development requirements versus fulfilment of development requirements) have been met to satisfy IDP requests.

• Provide advice/direct/accurate information to the HRSS team to facilitate creation/scheduling of programs that are planned/ organised, in the Oracle system ensuring that all information such as monthly reference data, attendance etc. is captured/updated to ensure timely completion of the IDP/SDP development process and also enable extraction of reports that reflect status of development/training interventions.

• Create suitable trainer evaluation criteria/curricula and ensure timely triggering of the relevant Oracle notifications to training program participants so that the trainer evaluations are completed and feedback is shared with the trainer in a timely/effective manner.

• Trigger/activate feedback surveys (pre, post, other evaluations) whilst ensuring that knowledge sharing sessions are completed, follow up completion of surveys and share data analysis summaries/reports with the HR Business Partners.

• Provide guidance/give support to the TL/GL (Team Leader/Group Leader) project/initiatives/programs in HR for the division as and when necessary, aligned to the MAS corporate guidelines/timelines.

• Obtain Trainer availability, inform GHR/relevant parties, check program details/cost, prioritize nominations with inputs from HR Business Partners, confirm to Group Lean Enterprise team via mail and propose a feasible action plan for all ‘low rated’ employees.

• Ensure Job descriptions are written for new / existing job roles within the division as required and in consultation with the relevant HODs and line managers as necessary, with the support of HR BPs, thereby adhering to the set standards and guidelines of the Organization Design COE.

• Liaise with the COE on evaluating new or amended JDs and ensure accurate records of job evaluation outcomes are maintained. Communicate the evaluation outcomes with the HODs/ line managers.

• Facilitate the communication of KRLs with the employees by the HODs and line managers. Provide appropriate guidance and communication material with the support of the COE.

• Maintain the updated records of employee-wise job evaluation outcomes, identify misalignments, update correction plans and share with the Organization Design COE for visibility and parity.

• In the event of work-level anomalies, support in creating plans for the anomaly correction with the corresponding HODs with feasible timelines and ensure such plans are duly implemented.

• Provide necessary guidance to the SBUs on structural changes, thereby ensuring alignment with the architype, in order to maintain a lean and agile business model and in the event of any deviation, receive Organization Design COE approvals by providing necessary rationales and justifications.

• Ensure to maintain up-to-date records of the structural changes, whilst periodically updating the organization charts of the SBU.

• Provide periodic updates on archetype implementation, information on SBU-specific work models and headcounts, for the purpose of analysis and audit to the Organization Design COE.

• Ensure standardization of designations, teams and other aspects of system architecture of the human capital, in alignment with the Organization Design COE guidelines.

• Support in connecting with the COEs to receive approvals for all unbudgeted recruitments, whilst ensuring relevant procedures are followed.

• Conduct timely discussions/ HiPo & Critical role surveys with relevant sectional heads to identify high potential employees, prepare focus development plans and follow through and track progress and call out non-adherence of same.

• Drive development interventions related to Succession Management module whilst providing necessary advice and approvals for customized development interventions by conceptualizing training needs with external facilitators that harmonies with MAS’ Competency frameworks and development gaps borne through the Talent Review mechanism, and drive its execution and monitor efficacy through evaluation with the support of the divisional L&D specialist.

• Ensure compliance with the defined governance framework including upholding the MAS DNA, following, group/company polices & procedures*, best practices (where the group/ company policies and procedures are not defined), relevant laws & regulations and undertake every necessary action to comply with the governance framework.

Knowledge and Skills:

• Degree or Professional Qualification in HR.

• 3/5 years’ work experience in similar capacity.

• Expertise in talent management processes and relevant modules on oracle.

• Good interpersonal skill and Communication skills.

• Business acumen.