Switzerland: Logistics Talent Manager

PURPOSE OF THE POST

The Talent Manager is entrusted to manage a talent pool of staff with experience and skills in a specific métier, as well as staffing of field mobile positions.

Talent Managers play a critical role in talent management in their métier and their success lies in balancing professional human resources skills with keen insight and understanding of the métier they are serving. This is facilitated by the fact that the role is a Human Resources function embedded in, and reporting to a line manager in the métier.

In collaboration with other HR stakeholders (field and HQ) , the Talent Manager will support the operations and delegations in Human Resources through managing the pool in terms of strategic workforce planning, talent acquisition and career development.

ACCOUNTABILITY & RESPONSIBILITIES - Functional responsibilities

Strategic Workforce planning:

• Assess the strategic and operational needs of the pool from short to long term.
• Ensure positions are adequately staffed according to operational needs.
• Establish and update on a regular basis a list of staff available for Rapid Deployment.
• In consultation with the Line manager of the métier, set workforce planning objectives, monitor and report on achievements and take corrective measures.
• In close collaboration with the Talent Acquisition unit, contribute to the elaboration of talent acquisition strategies in relation with their pool.
• Identify and forecast pool staffing and development needs based on performance appraisals, talent reviews, talent potential, etc.

Talent acquisition activities:

• In collaboration with the métier, create and update generic role descriptions
• Ensure coherence and assist field line managers for specific job requisitions when required.
• Define the type of recruitment required to fill a specific position (external recruiting vs internal mobility).
• Collaborate with the métier and Talent acquisition unit in the scouting of talents internally and if necessary externally through HR marketing unit.
• Participate in the recruitment of external candidates for the pool. Make sure that technical competencies for the position are assessed and set basic salary in coordination with Talent Acquisition.
• If necessary, bring its technical expertise to Talent Acquisition in the feedback given to applicants during the selection process.

Selection and assignment activities:

• Implements IAP framework for mobile positions.
• Ensure implication of métier in the selection process for key resident positions when applicable.
• Define individual onboarding needs (training, briefing, induction, onboarding positions) for each assignment according to the métier requirements.
• Fix the timing and conditions for each mission with the staff/delegation/remuneration specialists and give clear instructions to HR shared services for preparing/organizing each mission through the HR ticketing system.*
• Manage and validate change of status, change of métier.

• Validate mission extensions and manage shortening of mission.

  * These tasks will be transferred progressively to Manila HR shared services and the sentence removed whenever the transfer of responsibilities will be completed.

Career Management activities:

• Act as a reference and contact person for pool members (active and inactive) to discuss and orientate their career’s development and aspirations within and beyond the métier.
• Identify and propose relevant action plans to pool members for current or future positions.
• Advise staff on compendium process in a career path perspective.
• Brief and debrief staff members before/after their mission.
• As a second validator, validates the idevelop requests according to the individual development/action plan.
• In between assignments validates holidays, unpaid leave, stand by or idevelop request.
• Lead the termination process for field mobile staff.

Global:

• Use the HR systems and update relevant data in HR tools timely and according to set procedures.
• Apply correctly and consistently all applicable HR processes (examples: end of assignment, dismissal, stand by, unpaid leave, work-certificates, etc.). Ensure reporting on staffing of positions (Monthly staffing list…).
• Report HR issues encountered, flag staffing trends, and share all problem faced with his supervisors blue or red line.
• Conduct field visits if necessary and attend all relevant events organized by the métier.
• Actively participate in skills upgrade meetings/workshops on HR tools and policies organized by the Head of Talent Managers.
• Actively contributes to the management of the métier

SCOPE & IMPACT

Strategicimpact– ensures the appropriate level of resources (quality/quantity) for the pool corresponding to the operational needs and strategies for the métier/pool.

People management responsibilities– is accountable for conducting all the activities defined under the scope of his/her functional responsibilities for the métier and plays the role of direct manager/reference for pool members (active/inactive) in between postings.

As the central person for the sourcing and staffing of the métier, the Talent Manager is also a key player during crises situation.

RELATIONSHIPS / REPORTING LINES

The Talent Manager is part of the management team of the métier, reporting directly to the team leader, head of unit or head of division with a close interaction with heads of sectors/specialists.

To ensure consistency in practices and continuous development, the role is further enabled by a strong functional relationship to the Human Resources Department.

He/she works closely at HQ with the different HR services (HR Specialists, Talent units, Centers of expertise, HR Partners …), at delegation level with the HR managers and direct/technical managers, and with Manila HR shared services.

CERTIFICATION / EDUCATION

• University degree or a combination of relevant studies and experience (related to HR or the métier)
• Confirmed Human Resources expertise and/or enrollment in Human Resources development activity to acquire such expertise is required.
• Knowledge of talent management, in particular internal mobility and career management and/or other HR processes an asset
• Fluent in English and French including excellent writing skills; any other language an asset

PROFESSIONAL EXPERIENCE

• ICRC field experience, preferably at managerial level (ideally in relation with the métier) an asset
• Either experience in Human Resources or in the respective métier- and confirmed commitment to develop the other required
• Strong interest in career management and HR practices
• Strong interest in People analytics and Talent Management an asset
• Excellent interpersonal skills, with the capacity to work in a team and to coordinate and integrate multidisciplinary competences
• Sound knowledge of ICRC HR frameworks and approaches an asset
• Familiarity with planning systems and good knowledge of the sourcing channels for the métier/profession an asset
• Proven ability to achieve results and deliver on objectives

ADDITIONAL INFORMATION

Place of assignment: Geneva

Length of assignment: Open-ended contract

Activity rate:50%

Starting date: January 2018

Application deadline: 10 December 2017

Due to ICRC specific restrictions applicable in Switzerland to international employees, please note that non Swiss nationals will not be allowed to have other lucrative activities in addition to their ICRC contracts

To apply, please visit: http://bit.ly/2k1QX5n