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Essence of Role Drive a mindset of Worship Potential and Raise the Bar. Inclusion within the SLT, Line and Rising Star population • Provide personal feedback and coaching and consultation on Talent strategy development to senior leaders • Manage talent trading of E band Rising Stars to develop their capabilities and resource key projects

Design and deliver tools and products to build HR capability to support the delivery of Group Talent Strategy
• Accountable for the design and delivery of tools and products
• Deliver Building HR & Line Capability in Talking Talent workshops in selected markets
• Continuously build internal capability to deliver tools and products
• Drive awareness and utilization of tools and products

Manage the creation and design of new tools and products to support Talent Strategy within the business
• Develop and implement E band Rising Stars assessment centres
• Shape the continuous development of learning interventions for Rising Stars including E band Inspire programme, working alongside the markets/functions
• Work with the L & LC team to manage E band Inspire programme

Analyze global internal data and produce trend insights and recommendations. Quarterly Talent data and feedback from leavers/promotions etc
• Vodafone People Survey – Inclusion Index, Engagement Index
• Workforce demographics
• Identify areas of focus based on analysis

Build global Talent community in design and delivery of local action plans
• Manage and co-ordinate development within and of the global Talent Community

Coach , support and assess key talents
• SLT as identified and E band Rising stars
Role Dimension *
Typical Outputs
For 2010
• Inspire programme design for E bands
• Assessment principles and running centres for calibration of talent
• Talking Talent Toolkit II for Managers and for HR
• Capability Audit for HR to assess readiness to implement changes to Talent Review for 2010/2011
Technical/Professional Expertise
Essential
• Core HR professional with interest and appetite for Talent
• Proven success in at least one HR Centre of Expertise
• Strong skills in data analysis
• Excellent facilitation and training skills
• Communications experience
• Ability to travel internationally

Level 1 – Supports Talent Reviews and Succession Planning
• Applies Talking Talent Toolkit to coach and advise Line Managers on rating potential of individuals in Performance Dialogue.
• Applies Vodafone’s talent principles in other key HR activities such as recruitment and selection
Level 2 – Identifies and manages the Talent Pool
• Applies knowledge of Potential Indicator behaviours and Learning Agility to coach Line Managers to develop leadership and functional talent.
• Uses the Talent Matrix and Talent Review process to create development plans, succession plans for key roles and make reward decisions.
• Utilises Trading Talent and other processes to make development moves for talented individuals.

Desired
• International experience
• Specific coaching experience at senior leadership levels
• Change management experience

Level 3 – Identifying future Talent needs
• Applies Talent Demand Planning framework to identify future talent gaps and identifies actions to fill the gap.
• Analyzes external trends and Vodafone strategy to identify future functional and leadership talent requirements.
Indicative Models and Tools
Lominger Framework, Hay Leadership Styles and Climate, Motivation Theory, Emotional Intelligence, Learning Agility.

You can apply here:

http://tinyurl.com/22nen2k

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Published at 01-09-2010
Viewed: 14 times