Division Manager Talent, Learning & Culture at METRO/MAKRO

Lahore, Punjab, Pakistan -

Full Time

Start Date

Immediate

Expiry Date

17 May, 26

Salary

0.0

Posted On

16 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent Strategy, Learning Strategy, Culture Strategy, Talent Management, Learning And Development, Employee Marketing, Succession Planning, Coaching, Mentoring, Training Plan Development, Digital Learning Solutions, Organizational Development, Change Management, Cultural Transformation, Internal Communication, Talent Acquisition

Industry

Wholesale

Description

Company Description METRO opened its first cash & carry wholesale center in Pakistan in 2007 & expanded to 5 wholesale centers in a short span of 18 months. In July 2012 METRO and Makro-Habib combined their wholesale business in Pakistan marking the beginning of a long-term partnership to the mutual benefit of both companies. The merger allowed METRO and Makro-Habib to combine resources and gain the financial strength to lead and grow in a challenging environment and to gain synergies targeted to generate value for our customers and suppliers alike. Today the company is operating 10 wholesale centers in Lahore, Karachi, Multan, Islamabad & Faisalabad. METRO Pakistan (Pvt) Limited is part of METRO GROUP’s sales division METRO Cash & Carry, the international leader in self-service wholesale. The company operates more than 750 stores in 25 countries in Europe, Asia and Africa and has a workforce of over 107,000 employees. Sales in 2016/17 were approximately 37 billion Euro. Job Description The ideal candidate shall be responsible for devising P&C strategy from Talent, Learning & Culture perspective. Ensuring the interface between the country and Corporate P&C concerning Learning and Development matters & implementation of core Talent Processes in the country. Attract Advises on use of social media and leads employee marketing campaigns Understands various legal contractual frameworks and impact on taxes Develops talent (EVP) communication strategy including social media strategy Evaluate Advises on employees’ career, competencies and experiences to acquire Design flexible approaches to succession and contingency planning Trains line management in coaching/mentoring talent Ensures the transitioning of employees to new jobs/functions with management Develop Elaborate a training plan based on the local learning strategy. Engage with stakeholders to define capability needs and their implications for learning Stays on top of modern and innovative learning solutions and local & international level Is able to transfer business requirements into modern learnings solutions (blended learning methods, digital) Manages various stakeholders to design and run learning programs Apply learning facilitation in different learning contexts and teach others to become learning facilitators Build coaching and mentoring capability across the organisation Provide state of the art learning solutions and career pathing modules for talents Retain & Reward Ensures process of engagement is in place and followed through Trains the manager on their role to take care of mental well-being and engagement in their teams Understand the individual elements that make up pay at company and be able to explain them to employees Digital Explain all aspects of an analytic use case, including the business problem, affected decisions, leveraged data sources and applied analytical methods Communicate findings in a way that is suitable for the targeted recipient OD & Change Understands how to influence the organization and train the stakeholders in getting more effective using OD interventions Possesses sound knowledge in organizational design tools and can teach them to others Uses Continuous improvement skills (lean management) to show progress and measure productivity of org. set ups Uses a broad range of evidence (internal data, benchmarking) to shape a business case Cultural Transformation Promotes the good behaviors to others. Intervenes effectively if fundamentals are disrespected Drives tailor made HR solutions that are fit to purpose to the local requirements and the fundamentals Defines and implements appropriate processes and tools to measure team’s engagement and to support leaders in maintaining a high level of engagement Communication Lead internal communication portfolio from communication of new projects to company announcements to newsletter to town hall and suggestion boxes. Leveraging different communication mediums to build company’s goodwill. Qualifications Master’s Degree preferably in Human Resource or related subjects from a reputable University Additional Information At least 8 - 10 years of prior experience in Organizational Development and Learning Have experience of working with senior leadership teams Be technologically savvy and well versed with fast paced and agile work environment Have the ability to challenge status quo and deploy innovative practices to drive results Be a forward-thinker who is able to navigate through complex issues Be able to impact fully convey messages in small settings and to large audiences

Responsibilities

The role involves devising the People & Culture strategy from Talent, Learning, and Culture perspectives, ensuring alignment between country operations and Corporate P&C regarding Learning and Development matters and core Talent Processes implementation. Key duties include developing talent communication strategies, designing flexible succession planning, elaborating training plans, and managing various learning solutions.