People development manager

Job description

Reporting to the HR Director, the People Development Manager (PDM) is responsible for overseeing the proper execution of ENGIE People Development strategy (PDS). He/she utilizes a plethora of tools, tactics and skills to offer customized assistance to business leaders in fulfilling their people manager roles. By doing so, the PDM together with the business leaders will ensure that the company has the right people with the needed skills, in the right positions at all time and that all aspects of performance, potential, aspirations and talent identification, development, succession and retention are thoroughly and timely managed.

This role requires a combination of strategic thinking, strong business acumen as well as leadership skills and a deep understanding of people management and development practices.

Managing a team of up to 4 learning & development specialists, the People Development Manager will have the following

 

Key Responsibilities:

·  Champion the PD strategy (PDS), ensuring that business leaders with people management roles receive required training, and ongoing assistance to carry on their role of main point of contact in development, for their direct reports;
·  Together with the Talent Acquisition team, ensure that the talent acquisition process is aligned with the PDS definition on potential, in order to guarantee that there is consistency between the selection process and the manner in which potential and aspirations are reviewed in the organization;
·  Ensure that all key positions have a solid and concrete succession plan, one that could be actually accessed if needed; take on going actions to ensure that successors do have individual development plans, always updated and defined to help them become eligible for the respective key position;
·  He/she develops strategies to identify and groom internal talent for key positions within the organization, ensuring continuity and stability in leadership and on critical roles;
·  Based on the performance assessment, on the SEZAME records of the development discussions and following debriefings with people managers, propose suitable and diverse development actions, budget sensitive and in line with the potential and aspirations of the employees;
·  Work with employees to identify their career aspirations and create development plans to help them achieve their goals within the organization. This may involve providing opportunities for advancement, job rotations, reversed mentoring, mentorship programs, career counseling, also.
·  Keep track of people with new businesses skills and create opportunities for their skills enhancement as well as for the knowledge transfer towards other peers, to ensure business continuity;
·  Contribute to the development of career paths and lateral career tracks for most relevant jobs (as identified in the Strategic Workforce Planning (SWFP) of each GBU;
·  Execute timely – together with the business leaders and other HR areas, the tasks assigned through the SWFP of each Global Business Unit (GBU);
·  Understanding that professional and personal development aligned with potential and aspirations is a critical retention mean, ensure individual development plans (IDP)’s for key positions and experts meet both the company and employees’ needs;
·  Contribute at fostering a culture of continuous learning and feedback, professional growth collaboration, diversity, inclusion and loyalty within the organization;
·  Help, with specific people development tools, to ensure smooth transitions during leadership changes or employee turnover;
·  Assist and contribute individually or with his/her team, to the deployment and execution of various local or regional HR transversal projects or initiatives;
·  As an HR leader, stay updated on general labor laws, regulations and collective agreements to ensure compliance with employment practices related to people development;
·  Monitor the people development practices on the market, benchmark against best practices and try to internalize tools and techniques that proved successful in other similar business environments;
·  Utilize data analytics to track and measure the effectiveness of PDS programs and initiatives, identify trends, and make data-driven decisions to continuously improve processes;
·  Collaborate with various stakeholders, department heads, executives, and external partners, to align PDS with local organizational goals and priorities;
·  Build and maintain a diverse talent network through proactive outreach, networking events, partnerships, and talent community engagement, both at country level, and HUB Europe level.

 

Profile:

·  Higher education in Human Resources, Business Administration, Sociology, Psychology or related field with a keen interest in workplace dynamics. A post graduate degree in organizational psychology or change management is desirable;
·  Proven previous experience in a global industrial organization, in a leadership role in performance and talent management, with international exposure;
·  Project management and coaching experience will be an advantage;
·  Very good verbal and written communication skills in Romanian and English is a must; knowing French would be an advantage;
·  Familiarity with HRIS and talent management cloud software;
·  Excellent communication, interpersonal and relationship-building skills, with the needed maturity to engage with senior business leaders on people development agenda;
·  Ability to work collaboratively with cross-functional teams and stakeholders;
·  Ability to collaborate effectively with cross-functional teams;
·  Strategic thinking and problem-solving abilities.

 

Benefits:  

·  Private health insurance for you and your family;
·  Opportunities for ongoing personal and professional development;
·  Meal tickets;
·  Work-life balance;
·  Annual extended holiday entitlement, depending on length of employment;
·  Holiday bonus.

 

Only candidates selected for interviews will be contacted.

If you decide to send us your personal information in order to apply for this position, please be aware of our job candidate GDPR Data Privacy Notice: https://www.engie.ro/corporate/wp-content/uploads/2018/09/ER_Nota-de-informare-Candidati.pdf

 

About ENGIE

ENGIE is active in Romania in three areas: gas, electricity and energy services. The main subsidiary of the Group, ENGIE Romania, supplies natural gas and electricity, distributes natural gas, offers energy related services to all market segments and also produces electricity. ENGIE Romania serves more than 1.9 million customers, operates 21,000 km of networks, owns and operates wind farms with a capacity of 100 MW and employs around 4,000 people.

 

Business Unit:  T&G

Division:  T&G Europe - Romania

Legal Entity:  ENGIE ROMANIA S.A.

Contract Type:  Permanent

Job Type:  Full - Time

Professional Experience:  Skilled ( >3 experience <15 years)

Education Level:  Bachelor's Degree