Regional Talent

**Job purpose**: The Regional Talent & Leadership Development Manager helps to co-design and support the development of HEINEKEN’s global Talent Management and Leadership strategy and processes, implementing them within the Region and contributing to organizational goals by identifying and developing the best talent.

**Roles & responsibilities**

**1. **Talent management and succession planning**:Analysing and understanding business and talent challenges and developing a viable talent and leadership strategy in partnership with the Global Talent Manager and Regional People team with action plans in the region. Partnering with Functional and OpCo leadership in the region, together with the Global HR Managers, to assess priorities for learning and leadership development. Ensure career development and succession planning activities take place in the region, including talent and leadership assessment, track high potential talent and facilitate career progression. Takes ownership of PM calibration for the region and conduct thorough People Review process. Raise OpCo People Team knowledge and capability of Talent Management (standards and ambitions).

**2. **Leadership development and delivery**:Represents regional interests in the design of developmental programmes (e.g. HIMAC, Accelerate programmes) and frameworks (e.g. Leadership Expectations) by sharing relevant ideas that are globally aligned. Ensures alignment, reduces duplication and drives the embedding of programmes and frameworks across OpCo’s in the region. In partnership with Global CoE, identify and source most appropriate partners and delivery methodology for quality and cost efficiency. Raise OpCo People Team knowledge and capability of Leadership Development (standards and ambitions).

**3. **Inclusion & Diversity**:ensure regional participation in I&D initiatives, design regionally specific action plans and tracking of activities.

**4. **Employee Engagement & Culture**:lead the launch and communication for the annual Climate Survey across the Region, collaborate with local People Partners to identify and drive climate action plans to increase employee engagement, provide counsel where culture change is needed to meet business needs and drives and deploy relevant employee engagement topics on high performance culture and employee engagement

**Experience & profile (what & how)**

**What**:

- **Education**:University level education or the equivalent qualified by experience
- **Work experience**:10-15 years experience
- **Required work experience in field of expertise**: Relevant deep CoE experience in the fields of talent and/or leadership at comparable multinational matrixed organisations. Strong ability to contribute to shaping strategy, change management, scaling programmes across multiple countries and outstanding stakeholder management
- **Other fields of expertise**: Prior experience within other Human Resources disciplines such as HR Business Partnering or Reward is useful but not necessary, as is experience within non-HR functions
- **Functional skills**: experience with HRIS technology (ideally SuccessFactors), Microsoft Office, knowledge of industry trends
- **Languages**: Fluent written and verbal English is a must

**How**:

- **Key Leadership expectations**:Connect, Deliver, Shape and Develop
- **Communication skills**:Must be able to influence and be a credible partner at all levels within the organization, including OpCo POD, Functional leadership and Global CoE
- **Other skills**: project management, building collaborative relationships, change management, influencing skills, managing without control, attention to detail.

**Come Brew your Career with Us