Reporting to Director Talent and Organizational Effectiveness, the Talent, OD & Change Manager will lead and provide technical expertise in global talent management , contribute to the development of CARE Talent management strategy and successful implementation of a robust talent management framework. Deliver key talent solutions in partnership with the P&C team and People managers and teams. Develop and co-ordinates the implementation of organization development and effectiveness interventions, plans and programs to meet the business needs. Centre of Expertise in the field of Performance, Culture, and centre of expertise to enhance organization effectiveness.
Lead CARE’s Organization Design and Change Management projects following Corporate practices, tools and methodologies to ensure organizations are designed in an effective manner and organizational changes are implemented smoothly. Enable Line Managers to design fit for purpose organizations, providing the appropriate organization design or change management consulting support.

Responsibilities:

1. Talent Management
   • Support the Director in the development and implementation of the global talent strategy for talent management, succession planning and development.
   • Steer the global Talent cycle and ensure alignment with the global timelines.
   • Constantly screen CARE People trends and innovation to recommend new approaches and scan external environment trends and share with Director Talent as input to broader global talent strategy.
   • Ensure execution of talent management strategies across the regions; match talent between business units and functions across geographies, manage global talent mobility programmes.
   • Partner with HRBP’s to challenge and support their business/function talent management agendas.
   • Partner with Talent Acquisition to develop talent pipelines internally and externally aligned to workforce planning and Succession Planning.
   • Support capability development of the HRBP’s to build expertise in talent and succession management.
   • Partner with the P&C to ensure the delivery of key talent proceses and solutions (e.g. talent reviews, succession planning, development assessments, coaching, mentoring and mobility programmes among others)
   • Develop business intimacy to understand business critical requirements.
   • Define solutions in partnership with the Director Talent and P&C; and ensure high quality resources are available to support Talent activities.
2. Organizational Design
   • Co-pilot with P&C, Organizational Leaders and Line Managers (project Sponsor/Lead) on regional org. design initiatives providing expert advice and (Co-)facilitating workshops.
   • Identifies areas of opportunities to enhance alignment of regional organizations and strategy and improve overall organization effectiveness.
   • Deploy Organizational design principles and core suite of tools and processes to drive effectiveness
     through roles and structures, spans of control, matrix management in relevant technical and
     functional units.
   • Regular audits of the organizational structure and recommendations to improve key people
     processes and practices in talent identification, acquisition, assessment.
   • Support the Strategic Business Partners on organizational design and restructuring efforts, as
     required, and agreed.
3. Change Management and Communication
   • Drive change management by defining and executing the global change management plan with Director Talent, P&C and regional partners-ensuring all multi disciplinary activities impacting change management are executed effectively.
   • Bring solutions to Line Managers and Leaders to help them drive local change initiatives ensuring employees are able and willing to adopt the needed changes.
   • Liase with Corporate Communications to design key change messaging on change initiatives.
4. Capability building, sharing and OD/CM Network
   • Build regional OD&CM capabilities through coaching and training of HRBPs and Line Mgrs and raise awareness of the area.
   • Share global best practices with Talent team and OD/CM communities; and contribute to the development OD/CM knowledge in CARE.
   • Participate and contribute to the OD&CMs global Networks and collaborates in global projects or significant regional initiatives.
5. Performance Consulting
   • Responsible for developing and recommending the learning strategies and plans to build competencies for employees within a geography or across a function to manage business processes and systems to optimize operational effectiveness.
   • Performance Analysis. Identify opportunities for continuous improvement and causes of performance and / or learning problems.
   • Performance Prescription: In liaison with L&D prescribes solutions for learning gaps, improving performance or solving performance problems. In collaboration with L&D defines the learning objectives, audience needs and the general approach required.
   • Provides overall guidance to training activities in area of responsibility including Core Curriculum.
     Collaboration with internal stakeholders.
6. Organizational Development
   • Work with P&C Stakeholders, relevant organizational, technical and functional areas, as agreed, to develop and embed competency framework which identifies, builds, and sustains key organizational competence required.
   • Coordinate global employee engagement practice annually and support the strategic business partners
     in driving action planning and implementation in partnership with the Director Talent and the Leadership team.
   • Utilize the core competency frameworks, people data and insights, CARE’s strategic organizational design
     priorities to support P&C organizational initiatives.
   • Support the development and implementation of Leadership development interventions, Global mobility, coaching and mentorship programmes.

Qualifications:

• Advanced/Undergraduate Degree in Organizational Development, Business Administration or Social Sciences.
• Professional Certification in Organizational Design and Development.
• Professional qualification in Human Resource/ Development.
• 7+ years of relevant progressively responsible relevant experience, in a company with global presence or an international development organization.
• Strong functional talent expertise, specifically talent management, succession planning and performance management.
• Strong demonstrated capabilities in the delivery of organizational performance improvement through people performance in a complex multicultural environment.
• Strong track record in organizational design and deployment of org design tools and processes.
• Strong track record in organizational development interventions from diagnosis to implementation.
• Demonstrated success in project management.
• Proven success in change management interventions in international environments.
• Highly developed analytical skills
• Experience in working with talent practices and technologies
• Ability to manage senior leader relationships and collaborate and build relationships with stakeholders across functional and organizational lines
• Cultural awareness and sensitivity.