Talent Manager

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Company Description

Help us look after our people.

Collaborative and innovative, you enjoy being part of a diverse team helping improve people's working lives, creating a safe, supportive work environment where wellbeing comes first.

We want our people to make a positive difference to their lives, their teams and their communities. That means investing in development and encouraging collective ambition because inclusive teams build trust and deliver positive results.

Inclusive, supportive and innovative - come and be part of our brilliant future.

After all, we're the world's leading diamond company - a unique luxury business that thrives on the creativity, passion and knowledge of our people.

To push our company forwards, we always need to think differently. We welcome diverse perspectives, people who spark fresh thinking and aren't afraid to challenge assumptions.

In return, we provide you with the space and support to grow and achieve your ambitions.

Job Description

We are seeking a dynamic and experienced Talent Manager who will drive and shape the talent agenda for De Beers. The role will define global talent and performance strategies, policies and frameworks, drive global implementation and build talent capability across the organisation. The Talent Manager will manage talent assessments, map talent pathways and create succession plans for individuals across the organisation. Successful delivery will require proactive engagement across the People function and a number of key business stakeholders across the full value stream of De Beers. The Talent Manager will be a global role and report directly to the Global Head of Future Talent Planning, and will be instrumental in supporting with strategic workforce plans and delivering the organisation's new strategy.

Talent Development: Oversee employee development and progression. This will involve identifying developmental needs, designing plans, tools, solutions and providing coaching and support for employees to reach their full potential.

Skills Gap Analysis: As part of building a workforce for the future, support with the identification of current and future skill/ capability needs. This will require the design and build of a suitable solution to capture, manage and report on gaps. Through working with the business and HRBP's, understand strategic initiatives and the capabilities & skills requirements to execute. Work with the L&D team to ensure they are informed of gaps and future requirements so suitable solutions and interventions can be planned and delivered to the right people, at the right time.

Performance Management: Design and build frameworks, policies and processes to manage performance across De Beers. Working with business stakeholders, initiate a performance culture by establishing performance expectations, goals and objectives. Drive the delivery of performance expectations with the business and support in the roll out of frameworks, policies and processes. Help monitor performance and support in providing coaching on performance issues or concerns.

Talent assessments: Assess the current talent landscape within De Beers and understand the impacts individuals will have on the organisation. Identify high performing talent, design solutions or processes within systems to monitor and track individuals, and mitigate any retention risks.

Succession planning: Following a talent assessment, develop succession plans for individuals and groups of individuals to ensure the continuity of critical roles and critical activities remain within the business. Design and implement suitable processes and solutions to ensure plans are reviewed at appropriate times.

Knowledge transfer: As part of succession planning, identify key knowledge and institutional intelligence is captured and remains within De Beers for future employees to leverage. Develop solutions to retain knowledge.

Employee Engagement & EVP: Work closely with other areas of the People Function to ensure employee engagement is high and that there is a strong Employee Value Proposition to attract and retain key talent. Leverage data from colleague insight analysis to understand engagement across the organisation and work with HRBP's and across the People function to implement solutions to address challenges. Ensure material designed for the De Beers EVP is clear, consistent and engaging to attract and retain key talent. Work with local teams to tailor messaging as needed.

Retention strategies: Design and develop retention strategies for high performing talent. Work with the reward team in developing retention incentives across the organisation.

Talent Capability development: Build and generate increased talent management and development capability across the organisation, with key business stakeholders and teams in the People Function.

Early Talent Programmes: Design and create early talent initiatives and programmes to nurture junior talent throughout the organisation.

Regional agreements and obligations: Provide input, support and drive the talent requirements as per individual regional and overarching right to operate agreements.

Qualifications

What you've done before:

• Strategic talent management experience - a proven track record of developing and implementing talent strategies, policies and frameworks at a global level
• Performance management expertise - designing and implementing performance management frameworks to drive a performance driven culture
• Deep understanding of critical talent concepts, best practices and a commitment to fostering and nurturing talent within De Beers
• Proven experience in designing and facilitating early talent programmes to develop junior talent and build a pipeline of future leaders
• Expertise in leading change initiatives within large, global, complex organisations

Technical and soft skills you'll have or be working towards:

• Talent development: ability to identify developmental needs, design development plans and provide coaching
• Skills gap analysis - proficiency in conducting skills gap analyses and understanding capability needs
• Inquisitive and proactive with current innovation in HR and Talent Management techniques, with the ability to articulate how changes within and external to the business will inform capability, technology and organisational requirements
• Strong Excel / reporting skills to ensure Talent Management in De Beers is designed and delivered with a data driven focus that underpins our decisions
• Excellent project and programme management skills
• Proven change management and enablement skills to deliver change within the business functions
• Stakeholder management - proven ability to build and manage stakeholders across a number of operating environments throughout the De Beers value stream
• Analytical thinking - strong analytical skills to conduct talent assessments, analyse data and make data-driven decisions
• Problem solving - ability to identify talent-related challenges and develop innovative solutions to address them

Additional Information

A great working environment

Fantastic pension scheme

27 days of holiday + bank holidays with the opportunity to buy or sell 5 more days

Private Healthcare

Mental health is a top priority for De Beers Group - we offer free subscription to Headspace and have mental health first aider

Competitive salary

Your Choice membership discounts

Employee share schemes

Staff discount

Onsite restaurant

Onsite gym

Flexible benefits package

Who we are

De Beers Group is a company with a rich history and a sparkling future. Since 1888 our experts have searched the world for nature's most precious gem. Our diamonds bring beauty to the world. But we think they can do so much more. We want our diamonds, and our business, to make life brilliant - for our people, our customers and the world around us. Venetia Mine is part of De Beers Group Managed Operations Business which integrates mines, operations and support functions in the De Beers Group producer countries of Canada and South Africa to shape a safe, sustainable future for De Beers Group's people, shareholders, communities and partners.

Safety

Safety first is a way of life for us. We are unconditional about the safety, health and well-being of our colleagues, at work and at home, and about that of the communities where we work. We aim to lead the industry by investing in innovation to protect people, who are at the heart of our business. Our high performing teams take accountability for their own and others' actions, work collaboratively, and always show care and respect.

Inclusion & Diversity

We are committed to promoting an inclusive and diverse workplace where we value and respect every colleague for who they are. We provide equality of opportunity to enable everyone to fulfil their potential. Referrals incentive applicable: This opportunity is open to a paid referral incentive according to the Referral Policy. Referral incentives are applicable to De Beers Group internal employees only.

Building Forever

Sustainability is at the heart of our decision-making - it is how we do business. Building Forever is key to our purpose as it represents our ambitious and holistic sustainability framework and is central to our ability to deliver long-term value to our communities and partners. This shapes how we protect our social and environmental license to operate, build a long-term legacy in our host communities and earn consumers' trust in our diamonds that they can wear with pride.

Background Checks

Successful candidates will be required to complete background screening which may include a criminal check and validation of qualifications

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