Lead Talent Management
2 weeks ago
About the Company:
We are a globally active company - 39.000 employees worldwide are committed to the Rhenus Group. At the same time, we have always kept our family cohesion, including flat hierarchies and short lines of communication. As an employer, we provide our junior, specialist and management staff with everything they need for their careers, e.g.: the best opportunities to develop their skills and personality. But also, with a great deal of freedom to realize their own ideas. This is important to us because we want to think long-term, act sustainably and enrich the future with logistics innovations. Even in digital times, trust, respect and responsibility remain the key to success for us.
Roles & Responsibilities:
- Design and implement succession planning frameworks for leaders, including talent review meetings with business heads.
- Develop and refine functional Key Result Areas (KRAs) in collaboration with department heads; facilitate quarterly reviews.
- Build and align Competency Framework with Performance Management Systems (PMS), promotions, and hiring processes.
- Play a key role in executing employee annual performance assessments and administering Performance Improvement Plans (PIPs) for low performers.
- Develop and implement engagement and retention plans for high performers.
- Design and execute cross-functional projects for high-potential (Hi-Po) employee development.
- Conduct Assessment and Development Centers for all employees, followed by Individual Development Plan (IDP) discussions for the key talent pool.
- Plan career development initiatives for Management Trainees and design and implement internal progression programs and provide mentorship support for trainees.
- Conduct skills gap analyses to determine personnel needs and develop strategies to address these gaps.
Skills / Work Ex. / Qualifications:
- Proven experience in designing and implementing talent management and development strategies.
- Strong knowledge of performance management, succession planning, and employee engagement practices.
- Strong analytical and problem-solving skills are needed to assess HR data, identify trends, and develop strategies for improvement.
- Experience: 12+ years with a strong emphasis on handling employee life cycle and recruitment.
- Qualifications: Master’s degree in Human Resources, Business Administration, or related field; Master’s degree is a must.
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