FUELS Global Talent & Development Manager

Job Purpose:

As a Talent and Development Lead, the role involves identifying and nurturing the skills and potential of employees within the operating group. Incumbent will design, implement, and deliver talent development programs.  Will also collaborate across the operating group to support succession planning, employee engagement initiatives, and fostering a culture of continuous learning to support professional growth.

Main Duties & Responsibilities:

• Talent Strategy: Develop and execute a comprehensive talent strategy for the operating group with clear goals, skills and outcomes expected. Be able to translate that strategy in action (supported by effective budget management) to deliver a plan
• Leadership Training and Development Programs: Design, implement, deliver and evaluate a range of training programs to address skill gaps and targeted growth topics for the different talent segments. This may include but not be limited to
• Talent Review process: Coordinate the end-to-end Talent Review activities across the Operating group, ensuring all local reviews feed up into our group review and presentation to the ExCom. Ensure that there is a comprehensive clear and consistent approach to the process, covering our targeted areas such as gender balance, deeper succession strength and mobility focus
• Succession: Partner with Senior Leaders & HRBPs to drive the succession planning agenda, including Talent mobility across the business.
• Critical Roles/experts: Ensure we have greater visibility of our technical expert and client facing talent across the operating group. Design programs or initiatives to create this community and support connection, development and career progression. Produce plan with supporting business case for investment.
• Performance Management (PMP): Act as lead for the operating group to coordinate the process to be used for consistent performance management.  How to apply the group guidance in our teams and ensure we support these cyclical key people process from Mid-Year reviews, End of year reviews, to objective and development goal setting.
• Employee Engagement (GLINT): Foster a culture of continuous learning and employee engagement, promoting initiatives that enhance job satisfaction, retention, and overall employee experience. Be an advocate and key sponsor of BVOCAL in the FUELS Operating group.
• DEI & CSR: Ensure that there is a range of programs or initiatives that align to the group DEI (Diversity, Equity & Inclusion) calendar to reinforce our OG commitment. Develop the annual plan and act as lead to coordinate events and inclusion of regional teams to deliver these initiatives. May include creation of videos, learning pills, communication campaigns, events such as webinars and focus groups, as well as content in SharePoint to promote awareness, share knowledge and provide support.
• Reporting: Follow up on learning hours (CSR target) and utilize data and analytics to assess the effectiveness of talent development programs, making data-driven recommendations for improvement.
• Collaboration with local network and HO point of contact: Work closely with HR Directors, regional learning and development roles, department heads, and senior leadership to align talent development strategies with operating group and global objectives. Participate in the L&D network meetings and collaborate in projects leaded by HR Group related with Learning, Development and DEI as needed, contributing and influencing the final approach and solutions, aligned with strategy and priorities.
• Global HR newsletter: Work closely with Internal comms department on providing the content for a monthly “People initiatives” communication

Dimensions:

FUELS GLOBAL:

• Rev:   ~500M EUR
• Headcount:  ~ 7000 employees
• Regions: West Europe, EEMEA, APAC, NAM, SAM

Job Knowledge, Skills & Experience:

• Extensive business and HR experience
• Able to build good working relationships whilst maintaining professional perspective
• Employee Relations (collective and individual)
• Experienced in all HR disciplines, ability to work independently
• Able to operate at strategic, tactical and operational level with high degree of day to day autonomy whilst contributing to the Operating Group HRBP team
• Able to work in a matrix environment building excellent relationships with local HR networks in each country and the local HRSSCs in order to be efficient and effective in operating across a large Regions.
• HRIS is SuccessFactors – experience is essential
• Must have potential to grow and continue to develop in HR and leadership as business is growing and ambitious
• Must be able to adhere to the BV Absolutes, role model the BV Values and live up to the BV Leadership Expectations

Qualifications Required:

• Educated to degree or equivalent level
• Recognised HR qualification highly recommended