Regional operating context – Sub Saharan Africa (SSA):
By 2050 the population of Sub Saharan Africa will be 2 billion people, with the majority living in an urban environment. The region is predicted to have a middle class the size of Europe. 70% of the population is under the age of 25, and this demographic will grow at 15% year on year for the next 10 years. Generally the region is becoming more politically stable. There are on average 50 elections each year, many of which are more open and transparent than before. The majority of countries in SSA are developing economies. Gender inequality remains and life for women and girls on the continent remains challenging.
Highlights of the Position:
The Head of Talent & Development is part of the SSA centres of expertise teams reports to the Regional HR Director and works with different business leaders across the region. The role holder will be required to operate on both a strategic policy and tactical implementation level.
The post holder will be responsible for customising and implementing talent management frameworks, designing and putting in place learning and development plans, policies and frameworks; responsible for creating an integrated and comprehensive performance management function across Sub-Saharan Africa region.
The Head of Talent & Development is expected to make a major contribution to the successful management of HR as well as providing vital support to all operational team members. S/he will contribute to the development of the HR function and modelling the values and principles of a collaborative, integrated and mutually supportive team.
In conjunction with the Regional HR Director, the Head of Talent & Development role is key to ensuring that talent, performance management, learning & development in SSA is consistent with global centre of expertise strategies, guiding principles, policies and procedures, processes and practices, and where necessary, adapting them to reflect local market needs and conditions. See highlights of what we require of the successful candidate:
Leadership, influencing and strategy
- Work closely with other CoE leaders to contribute to HR strategy and to implement and deliver services in line with HR strategic priorities, ensuring global consistency and regional policy alignment.
- Drive continuous improvement in the British Council’s delivery of talent management, learning & development (processes, policies, guidance and advice) including in-house and outsourced providers.
- Take lead on maintaining key relationships at both country and regional level whilst working in partnership with recognised external networks in terms of talent, learning & development agenda and strategy.
- Work with the SSA leadership and HR teams and the Talent & Development Centre of Expertise to customise and implement talent management frameworks and approaches in the region, providing coaching and guidance where necessary to ensure alignment, and effective design and implementation of all talent management initiatives.
- Lead on the development and deployment of identified talent across the organisation as well as management of talent assessment and succession planning in the region and provide input into global succession planning and international postings process for senior roles on behalf of the region.
- Manage the regional budget for talent management and learning and development activities, monitor, report and provide insights on all activities, including spend and ROI to the regional management team and Centres of Expertise as well as leading on building and embedding talent management capability in the region by up skilling Business Leaders and HR colleagues in key talent areas including succession planning, learning and development and leadership development
- Lead on conducting learning needs analysis in the region, working with Business Leads to understand changing business needs and defining how learning and development initiatives can support those needs.
- Embed the British Council core skills framework to underpin and drive related skills development activity and enable accurate assessment of development needs and capability gaps across the business
- To own the SSA people development plan and coordinate resources from the central L&D team and regional HR teams to deliver on plan commitments; including developing partnership with Global L&D/Talent, a broad, accessible curriculum of on and off the job learning and development opportunities for all employees including, but not limited to, face-to-face workshops, e-learning, virtual sessions, leader led activities, business awareness events, mentoring, work placements and stretch projects.
- Work in partnership with Global L&D on the delivery of a development curriculum for leaders in the region which embeds consistent values-led leadership behaviours, builds capability and aligns leaders to deliver the regional strategy/corporate plan.
- To facilitate on-going development and provide coaching support for our senior leadership teams
- To work in partnership with Global Talent Management colleagues and external parties to design and coordinate a schedule of events for senior leaders and high potential staff to develop leadership capability and enable effective matrix working.
- Work with Centre of Expertise to develop and implement a performance management system that encourages & recognises good performance and creates measures that effectively address poor performance
- Promote a focus on quality of performance management conversations including continuous feedback.
- To provide support and coaching to leadership teams in the region and participate in other aspects of HR as agreed from time to time on a project basis. If you would like to see full details and understand more about this post then please see the documents below:
Head of Talent & Development – Sub-Saharan Africa (SSA).pdf
BC Core Skills.pdf
If you are interested in the post and feel that you are suitable for the role, then we would really like to hear from you. Please apply by 14th March 2017 (23:59 UK Time)
Our Equality Commitment:
Valuing diversity is essential to the British Council’s work. We aim to abide by and promote equality legislation by following both the letter and the spirit of it to avoid unjustified discrimination, recognizing discrimination as a barrier to equality of opportunity, inclusion and human rights. All staff worldwide are required to ensure their behaviour is consistent with our policies, and human resource as a function is absolutely committed to this.
The British Council is committed to a policy of equal opportunity and is keen to reflect the diversity of UK society at every level within the organisation. We welcome applications from all sections of the community. In line with the British Council’s Child Protection policy, any appointment is contingent on thorough checks. In the UK, and in other countries where appropriate systems exist, these include criminal records checks.