Global Head of Performance, Talent & Succession

Job Purpose:
Corporate ownership and process lead for the HR processes of: • Performance Management
• Talent & Succession
• International Mobility 

Responsibilities: 

1) Talent & Succession
    Strategic Leadership:
        • Develop and implement a comprehensive global talent management strategy that aligns with the      company’s business objectives.
        • Design and oversee the talent review & succession planning process to identify and develop high-potential employees for key leadership roles.
        • Provide thought leadership on emerging trends in talent management and succession planning.
    
    Talent Development:
        • Develop, together with functions and businesses, generic career path models for career progression, with support of C&B for bands and grades.
        • Lead initiatives to identify critical roles and competencies required for the future success of the organization.
        • Develop international exchange and mobility mechanism for enhanced international development together with HR Directors and business/ functions.

    Succession Planning:
        • Establish and maintain a succession planning framework that includes identification, assessment, and development of internal talent.         • Work with HR Directors / Business Partners to ensure succession plans are integrated into overall business strategies and budget.
        • Work with HR Talent Acquisition and HR Directors to integrate external succession plan into overall business strategies, budgets, talent acquisition and leadership development strategies.
        • Monitor and report on the effectiveness of succession planning efforts.

    Collaboration and Influence:
        • Partner with HR Business Partners and other functional leaders to align talent strategies with business needs.         • Act as a trusted advisor to senior leadership on all matters related to talent and succession.
        • Influence and drive change across the organization to adopt best practices in talent management.
        • Oversee the implementation of performance management processes that support the development of employees.
        • Ensure alignment between performance management, talent development, and succession planning, and ideally integrate processes.
        • Promote diversity and inclusion within talent and succession planning initiatives.

    Data and Analytics:
        • Utilize data-driven insights to inform talent and succession strategies.         • Develop and maintain metrics to evaluate the effectiveness of talent and succession initiatives.

2) Performance Management

    Performance Management Strategy:
        • Develop and implement a comprehensive performance management strategy aligned with organizational goals and organizational culture, including feedback culture.         • Global process leadership of the performance management.
        • Design and continuously improve performance management processes and tools.
        • Collaborate with HR and other departments to ensure processes are integrated and aligned with business needs.
        • Monitor the effectiveness of performance management processes and recommend improvements.
        • Develop, with starting point Corporate Performance Contract, KPI’s for each business and function to enhance performance measurement (generic/ specific).

    Training and Support:
        • Provide support to HR, managers and employees on performance management practices, together with HR Leadership Development & Training and regional/ local HR.         • Develop and deliver training materials and workshops to enhance understanding and execution of performance management processes, together with HR L&D and HR Operations.

    Performance Reviews and Feedback:
        • Oversee the performance review cycle, including goal setting, mid-year reviews, and annual appraisals.         • Ensure timely and constructive feedback is provided to employees to support their development.

    Data Analysis and Reporting:
        • Analyze performance data to identify trends and areas for improvement.         • Prepare and present reports on performance metrics to senior management.
        • Use data to drive decisions and improve performance management practices.

    Compliance and Best Practices:
        • Ensure performance management processes comply with relevant laws and regulations.         • Stay updated on industry best practices and incorporate them into the performance management strategy.

3) Coordination International Mobility • Coordination International Mobility and mobility programs with Regions and HQ HR.
• Support to Cofco Group transfers (together with HQ HR and China HR).

Education, experience, skills:

• Degree in law or finance 

Experience:
• Minimum 12 years of experience in HR gained in a multinational or international work environment  • Minimum 3 years experience in working in the agriculture trading & supply chain space (HR or other activites)
• At least 5 years of team management experience.
• Excellent business acumen
• Very good understanding of HR Business Partnering.
• Experience with high paced commercial environment.
• People management experience – remotely managed team/s.

Skills:    
• Excellent communication and presentation skills. • High command of English. 
• Highly commercial.
• Energetic self-starter.
• Adapted to high pressure.
• High degree of Intercultural awareness.
• Highly service- minded.
• Numeric.
• A ‘can-do’ attitude and a hands-on approach.
• Excellence in building relationships.