Job Description

Coca-Cola Beverages Africa (CCBA) presents an exciting opportunity for an experienced Group Lead: Talent and Perform to join the People & Culture (P & C) Department, in CCBA. The successful applicant will be reporting into Group Head: Talent & Capability.The Group Lead: Talent and Perform is responsible for fostering a high-performance culture and ensuring acceleration of high-potential talent within CCBA and champions the retention of top talent across the business. They lead the design, development, and implementation of talent development and performance management methodologies, frameworks, processes, policies, and tools to support business objectives.The Group Lead: Talent & Perform interacts extensively within the organisation, collaborating with P & C leadership, the executive team, and leadership to align talent and performance strategies with business goals. Externally, they build and maintain network of talent and performance experts to keep up to date with talent practices globally and in The Coca-Cola Company (TCCC) System.CCBA is the largest African Coca-Cola bottler, accounting for 40% of all Coca-Cola volumes on the continent. CCBA is a Non-Alcoholic Ready to Drink (NARTD) market leader with an extensive footprint in Africa, employing over 17 000 employees and serving a combined population of over 300 million people across the continent. CCBAs vision is to refresh Africa every day and make the continent a better place for all, growing successfully as a business and creating a better shared future for our people, customers, consumers, communities, planet and shareholders. We conduct ourselves with the utmost integrity for shared value and the greater good. We are a world class, customer-orientated, socially and environmentally conscious fast-moving consumer goods (FMCG) company that is driven by engaged, motivated and inspired employees.
Key Duties & ResponsibilitiesResponsibilities:Talent Acceleration / Talent Development:High-Potential Employee Growth: Identify and accelerate the growth of high-potential employees through customised development plans. Ensure of high-potential employees achieve their development milestones annually.Succession planning: Develop and implement effective succession planning process.Performance Management:Performance Management System: Develop a performance management system that aligns individual performance objectives with Organisational strategic goals.Performance Processes: Drive effective performance management processes, including goal setting, feedback, and evaluations. Increase the completion rate of performance reviews to be on schedule.Data Analysis: Analyse performance data to identify trends and areas for development. The lead must implement targeted development plans resulting improvements in underperforming areas.Culture of Excellence: Foster a culture of continuous feedback and performance excellence that will improve overall employee performance ratings.Internal Talent and Performance Practice:Governance and Efficiency: Establish and maintain high standards for internal talent and performance practices.Compliance Monitoring: Achieve 100% compliance with internal standards and legislative requirements.Future Talent Workflows:Emerging Skills Identification: Continuously identify and plan for emerging skills and roles required for future business success. Ensure training programs address identified emerging skill gaps annually.Talent Assessment: Measure gaps in current and future talent needs and implement measures to retain top talent.Technology and Tools:Technology Deployment: Select and implement advanced talent management and performance management tools. Target: Improve efficiency and user experience metrics.Accountabilities:The existence of a robust talent and performance management strategy that reflects modern, innovative, and best in class thinking and trends.The existence of a digitised talent and performance management processes that achieves a high-performance culture, retains the best talent and achieves cover ratios for current and future capabilities as well as mission critical jobs.A robust talent and performance management practice with frameworks, methodologies, policies and practices defined and deployed.A team of high performing and competent talent and performance practitioners in the organisation.Solutions that produce data insights, reports and analytics that support talent and performance management decisions and provides quality information on the people balance sheet.Easily accessible and user-friendly talent and performance systems and an architecture of complementary talent and performance management technologies and tools to enable talent retention, identification of high potential individuals, performance management administration, management, and reporting.Talent pipelines, cover ratios and retention programmes that are effective, professional, and meeting all standard and quality requirements.Compliance adherence and zero percent audit, legislative and compliance deficiencies.Competencies:Proficient in tools and methodologies to assess current and future talent needs and measure the impact of talent development and attraction initiatives.Proven capability to discern appropriate characteristics of successful talent potential and translate these into employee value propositions and strategies to attract and retain appropriate talent.Proven capability to develop and implement performance management systems that aligns individual performance objectives with organisational strategic goals and drives exceptional performance.Skilled coach and mentor in driving effective performance evaluation, calibration, and alignment between individual and business objectives.System Configuration: Ability to configure and customise Human Resources (HR) platforms to align with organisational needs.Ability to think strategically, drive results, and adapt to a fast-paced environment.Leadership Skills and Communication Skills, including providing mentorship, coaching, and performance feedback.Collaboration and Relationship Building: Skill in building strong relationships with internal teams, external partners, and industry experts.Analytical Skills: Proficiency in data analysis and metrics tracking to assess the effectiveness of talent development programs and make data-driven decisions.Innovative Thinking: Ability to innovate and propose creative solutions to talent development challenges, such as implementing new learning technologies or strategies.
Skills, Experience & EducationQualifications:Highest Qualification: A further degree (Honours or Masters) in Industrial Psychology or Human ResourcesExperience:Experience: 12 to 14 years in HR, with at least 6 to 10 years focused on Talent Management
General The advert has minimum requirements listed. Management reserves the right to use additional or relevant information as criteria for short-listing.PolicyAt Coca-Cola Beverages Africa we are proud to celebrate diversity and we strive to achieve an equal opportunity workplace by being cognisant of affirmative action requirements. It is our policy to be mindful and compliant with all our regional requirements and national laws for those regions. Employment at Coca-Cola Beverages Africa is based solely on an individuals merit and qualifications directly related to their field of competence. We do not discriminate against an employee or potential employees because race, colour, religion, sex, national origin, sexual orientation, age, marital status, disability and gender identity.At the heart of our recruitment processes is the need to create a value driven experience for all applicants. To all recruitment agencies: Coca-Cola Beverages Africa does not accept agency resumes for roles that we post and make available. Please do not forward any resumes to any Coca-Cola Beverages Africa employees and Talent Teams as we are not responsible for any fees related to unsolicited resumes.

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