In this position Talent Partner is the excellent driver and executor of comprehensive and effective talent management strategies ensuring CCBV as the organization possesses diverse people, skills and capabilities required for business success at the same time positively impacting our ability to attract, develop, and retain talent.
Key Accountabilities:
1 – Strategy and Change Management
• Contribute to the enterprise- wide fit for purpose talent strategies and change management efforts to ensure that the talent & development agenda is in alignment with business
• Stay current with the latest research- based insights, industry best practices, development and engagement external trends to contribute to bring new perspectives to talent development strategies
2- Talent Management
• Partnering with EB team in the design, development, and implementation of Coke on Campus to attract Young talents to CCBV
• Annual/ Bi- annual Talent Review: Provide support for the Talent review meetings on progress tracking, talent analytics, KPI metrics, and talent insights to inform company- wide investments and initiatives around talent development
• Drive change together with Talent & Performance Manager to plan, organize, and facilitate employee development and training events for talent related processes and initiatives
• Execute the overall annual talent strategy in partnership with HRBP and Learning & Leadership including talent assessment, succession planning, development plan execution for the targeted population including management trainees and existing talents
• Support in the design of new Talent management program to build bench strength supporting CCBV growth
• Create communication plans, including writing of organizational communications to ensure the talent management process is well acknowledge across CCBV
• Contribute to design, implement, and manages Career Development Blueprint and Framework to include the development of job content and career maps, integration of functional skills, development of organizational readiness plans for successful implementation.
3- Performance Management
• Participating in and leading various initiatives, including but not limited to, the development of performance management training materials, performance management practices, communication materials, and delivery of the training/ workshops
• Monitor and track the participation and completion rate of Performance related processes to ensure utmost compliance to the policy/ procedure
• Constantly propose enhanced performance management process initiatives in response to changing business needs and priorities as well as external benchmarking developments to support the high- performing culture
4- System and reporting
• Become an expert on the system/s supporting Talent Management and maintain data within SuccessFactors system
• Perform regular reporting and dashboard creation regarding talent and performance and generate insights for better decision making
• Initiate change/ upgrade of Talent- related modules on SF to ensure best employee experiences and admin experience
