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Job Title:  Senior Manager - Talent & OE

Job Number:  19330

British American Tobacco is all about freedom of choice — whether it’s our people or our products. Combined with our entrepreneurial spirit, it’s what’s driven our phenomenal success. We started trading tobacco over a hundred years ago. Today, we’re a multibillion dollar company with more than 200 brands in our portfolio. With robust positions in each of our regional markets, our future looks equally bright too. There’s no doubt our industry is controversial — we’re the first to admit that

But rest assured, we take a responsible approach to our trade. In our market, we observe every law and regulation regarding tobacco (in many cases going further through our own voluntary code).

Purpose Statement:

The key focus of the role is to drive the Talent, Leadership Development and Organizational effectiveness strategy to ensure a self-sustaining leadership pipeline in market based on current & future business requirements. The role also drives deployment of global talent initiatives, upskill HRBPs.

 

Dimension:

No of employees : +5000

No of Markets: 1

Direct Reports: 1-2

Budget: Functional GBP 500K

 

Operational/Technical Accountabilities

 

 

Talent & Leadership

  • Work with business leaders to determine the company's future people requirements and to devise appropriate strategies (e.g.mid-career hiring, graduate recruitment, internal transfer etc.)
  • Develop and maintain retention strategies based on market trends and exit interviews to minimise the impact of regrettable losses on the business
  • Drive area employer branding and external engagement activities
  • Leverage the global/local employer brand (internally and externally) to position BAT as an employer of choice
  • Effectively monitor Company’s succession planning for all management roles as per TRM process.
  • Ensure that HR BPs are well-equipped in terms of Talent practices
  • Manage deployment of talent management systems
  • Drive performance management standards and processes (PerforM, Line of Sight) for the overall company, designing new approaches where necessary, including training HR BPs/employees in their use, quality-checking the process and identifying areas for enhancement

 

Development

 

  • Position Talent and Leadership development as a critical business success factor in driving a high performance culture
  • Conduct organisational capability analysis to determine the employee skills sets and profile needed by the current and future business, identify gaps and strengths & from this propose the optimum training and development strategy. Create and facilitate a continuous learning / self-development environment within the Company.
  • Establish an environment, in partnership with HR BPs and Line managers, where people are encouraged to value learning and skill development
  • Manage, co-ordinate and evaluate training (local, area, regional, international) and development plans based on needs to ensure employees are trained to be effective in current roles and those with potential are developed for future roles.
  • Monitor and report the qualitative / qualitative effectives and return on investment of training and development activities
  • Manage Talent Review process and related activities to ensure optimum development of managerial talent, organisational capability and succession planning in line with current and future business needs.

 

Organizational Effectiveness

  • Monitoring organizational structure and comparison to target operating model
  • Develop change management capabilities within organization
  • Drive employee satisfaction surveys and employee engagement activities

 

 

Leadership/ Management Accountabilities

 

  • Active member of HR Leadership Team
  • Follow up internal / external developments in HR, innovative practices, competitor activities
  • Manage resourcing and development budget
  • Ongoing engagement with talent acquisition team
  • Establish relationship with key stakeholders inside and outside the region to ensure the regional talent agenda is driven as a business priority
  • Custodian of Talent processes and systems
  • Upskills talent capabilities of HR Business Partners

 

Working Relationships

Internal: End market Leadership Team, HRLT, Regional and Global Talent Team, different levels of organization

External: Training providers, consulting agencies, recruitment agencies, universities, certificate body (i.e. top employer)

 

 

Additional Job Information:

 

  1. Context / Environment

 

BAT Indonesia is a young organization with many business challenges, opportunities and high ambitions. This makes the talent agenda a pivotal part of business strategy. Talent strategy should be focused on building a strong organizational culture and defining innovative ways to identify, grow and retain local talent.

 

 

  1. Knowledge, Skills & Experience

 

  • Graduate, preferably in Business, Social Sciences or Human Resources
  • At least 8 years experience in an international company with a professional HR function
  • Proficiency in English
  • Excellent interpersonal and listening skills
  • Deep understanding of key processes - e.g. training needs analysis, recruitment and selection techniques, organisational capability assessment, development of programmes and learning materials
  • A high level of creativity and ability to innovate
  • Sound problem-solving and facilitation skills
  • Excellent communication skills (oral & written) and persuasive ability
  • Strong planning and organising skills
  • Ability to generate enthusiasm and commitment in others
  • Strong leadership and coaching skills
  • Ability to manage external providers to ensure high quality output
  • Commercial focus
  • Ability to contribute to wider HR strategy

 

 

  1. Key Success Factors
  • Building strong employer brand
  • Contribution on building a strong organizational culture
  • Healthy internal talent pipeline and growth of local talent
  • High potential recruitment feeding to talent pipeline
  • Effective multi-channel training and development agenda
  • Quality of solutions enables business leaders to achieve better results through their people
  • High quality and cost-effective solutions delivered by external providers
  • Employees ownership and understanding of development and career planning processes

If you’re passionate and ambitious, rapid career progression is a reality here. And because we’re such a large firm (we employ more than 55,000 people worldwide), there are plenty of exciting opportunities for you to develop a truly extraordinary career.


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