Role purpose
(Part time position - 24 hours per a week)
Develop the Technology Vodafone Business & Corporate Functions leadership team & succession pool health to meet the future organisation capability and design.
What you’ll do
Succession Management
1. Define succession and talent development strategy for a defined area, ensuring alignment with overall Vodafone Talent framework / business strategy.
2. Develop the Succession Pools, delivering improvements to the overall health and diversity (availability, readiness, capability, diversity and inclusion profile).
3. Assess health of ‘Head of’ top talent population, identifying appropriate interventions and overall strategy for talent development.
4. Measure and report on the effectiveness of succession and talent management activities.
Senior leadership team
5. Lead selection assessment, onboarding, development assessment and off-boarding activities for SLTs.
6. Lead on targeted interventions to build individual and collective capability across the SLT.
Board / Group Executive reporting
7. Provide input into the Board and Group Executive reporting on SLT (appointments, diversity) and succession management and talent development activities.
Operational
8. Running End of Year process senior leader calibrations for 4x Corporate Functions, Group Commercial, Technology and Vodafone Business March/April time each year
9. Lead on the Succession and Talent Acceleration Review (STAR) packs for Technology- ensuring all data captured, accurate and stakeholder aligned. Ensuring all actions are completed.
Technology E Band Top Talent & Tech Experts
10. Lead selection assessment, onboarding, development assessment and off-boarding activities Tech Experts.
11. Design and lead on high end Expert Talent frameworks and award panels
Who you are
12. Experience delivering talent management solutions in a complex, global organisation essential
13. Related qualifications (CIPD or Chartered Psychologist) preferable
14. Explore/advise the strategic capability requirements with the Learning & Performance and Skills teams to drive programmatic content work.
15. Work with the HRDs / Learning & Performance BP/ HRBP to build top talent requirements and cascade frameworks.
16. Build strategic partnership with area Leadership team to understand the priorities for SLT acquisition, development, and promotion.
17. Drive relationship with broader Resourcing, OE & D&I teams to build alignment and drive broader succession requirement