Manager, Culture, Talent
vor 1 Woche
The Culture, Talent & Development Lead will be responsible for co-developing and implementing a people strategy and employee value proposition for the Global Fund (approx. 1000 people) as well as setting, developing and maintaining the organization's culture, behaviors and brand. They manage internal training and development encouraging a learning culture across the organization in order to build a high performance workforce. They ensure we have the right Talent for now and the future by embedding / enhancing a pragmatic and fair succession, career and performance management process throughout the organization. Last but not least they help us further build an Inclusive Culture of Care and Candor, focusing on designing and delivering employee engagement initiatives and initiatives that further enhance our Diversity Equity & Inclusion, Health & Wellbeing of our people and Psychological safety within our organization.
Reporting to the CHRO and part of the HR Management Team, the Lead is responsible for managing a small team (3-4 people) within the pillar of the Community of Expertise of HR Specialists based on the HR Service Delivery Model, with a focus on
- Culture & Engagement & Employee Value Proposition
- Diversity, Equity & Inclusion (DEI)
- Health & Wellbeing (H&W)*
- Talent Management (TM)
- Learning & Development (L&D)
With adhoc involvement in projects that can have a broader organizational scope.
Together with the rest of the HR management team they will support the CHRO with the definition and the implementation of the current and next Global Fund People Strategy and support its implementation through their part of the Communities of Expertise pillar (Culture, DEI, H&W, TM, L & D) in order to support the enhancement of the Global Fund organization and its people.
They will look after the design of the key initiatives in their area of expertise and manage the day-to-day operations, decisions and continuous improvement of their HR specialisms. They will oversee the development, maintenance and continuous improvement of the processes linked to (Culture, DEI, H&W, TM, L&D).
- please note that sick leave management (incl. providers) is not included in the scope of this role at this stage
Key Responsibilities
Under the supervision of the CHRO, they will:- Effectively manage a team of at least three (3) staff and/or consultants and continuously develop the skills of the Specialists for the delivery of timely, high-quality expert activities;- Ensure proper change and project management of any change initiatives in the forementioned area’s from small to large scale;- Oversight and management of the day-to-day decisions together with their team with respect to the forementioned area’s and related programs, policies and procedures
Together with their team they will manage the following key responsibilities:
1) Performance, Talent and Succession Planning processes:
- Ensure a robust fit for purpose process for the identification or critical roles and successors across the Global Fund. Create a development strategy for pipeline talent/emerging leaders to systematically close identified development gaps of identified individuals- Oversee the implementation and change management processes in relation to inclusive performance and talent activities across the Global Fund in close partnership with, direct reports, HR Business Partners and the HR PMO ensuring strong management accountability- Create a Global Fund intra and inter Division/Department internal mobility strategy which leverages talent within and across Divisions and Departments and where possible linking with pipeline talent and emerging leavers across the different Divisions/Departments- Prepare reports, statistics/data and communications in the area of responsibility, as appropriate; proceed to root cause analysis and provide robust solutions based on it- Manage key vendor relationships where appropriate- Manage relationship with Staff Council on Performance and Talent processes
2) Learning & Leadership Development:
- Review the outcomes of strategic learning needs assessments and outcomes of the strategic workforce planning process at an organizational level and design effective revised learning and development strategy and plan. Focusing on short, mid and longer term needs- Lead the development and implementation of Learning and Leadership component of the People Strategy for the Global Fund collaborating closely with stakeholders across the organization- Align professional development programs, activities and options to support the evolving business at the Global Fund- Manage the development, and design of learning programs focused on Management and Leadership capabilities development, with a focus on people management skills- Work effectively with SMEs from both inside and outside the organization to ensure relevant, high quality instructional content and appropriate, innovative, fit-for-purpose delivery formats- Evaluate learning progra
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