Established in 2005, Whiz Kids Workshop is an Ethiopian-led social enterprise dedicated to fostering a love for learning. Through innovative media and technology, we create engaging educational content covering literacy, health, character development, and more. Our goal is to prepare children, youth, and families for success in life. Our Social and Behavioral Change Communication (SBCC) initiatives target individuals and families across all stages of life, supported by our four Innovation Platforms: : Tsehai for Families (pregnancy to age 7), Tsehai Loves Learning (for children aged 3-10), Tibeb Girls (for adolescents aged 11-18), Youth Investigators (for youth above age 18), and Better Wellbeing Advocacy that advocates developmental needs of each life cycle to policymakers and existing governmental structures. We produce culturally relevant content across various media formats and implement projects in diverse community settings. Recognized internationally for our impact and innovation, we collaborate with public, private, NGOs, INGOs, Donors, Foundations and government agencies to drive positive change in education and beyond.

Job Summary:

As the Talent Management Lead, you will play a pivotal role in conducting regular firm-wide check-in meetings to enhance team engagement, conduct a three tier performance appraisals including the KPI & Value based performance assessment of the tea, regularly review & report organizational culture improvement initiatives and effectiveness of their implementation, and benchmarking exercises for successful employee compensation & benefit programs. The Talent Management Lead ensures a holistic approach to talent learning & development, encompassing recognition tied with performance, ensuring employee well-being, well executed compensation strategies, and learning initiatives, ultimately fostering a thriving organizational culture and advancing employee capabilities to achieve business goals.

The ideal candidate should have a strong passion for talent development, possess excellent organizational and communication skills, and be adept at managing multiple tasks effectively.

Key Responsibilities:

General;

• Conducting a regular firm wide talent strategy review and execution follow up on the organizational talent management strategy
• Conduct regular firm-wide check-in meetings, allowing departmental presentations to drive firm- wide employee engagement (Engagement)
• Conduct a performance appraisal using the organization evaluation metrics quarterly & compile report’s to be submitted for the operation department lead (Performance Management)
• Proper follow up on the implementation of the organization culture & employee wellbeing are assured by effectively utilizing different strategies (Workplace culture & wellbeing)
• Conduct regular benchmarking exercises to ensure effective compensation & benefit strategies to be in place (Compensation & Benefit)
• Co-develop learning and career development programs to ensure talents are capacitated and drive business success (Learning & Development)
• Review organizational structure and ensure proper communication & reporting lines are followed up (Organizational & Role Structure)

Engagement

• Conducting organization wide employee wellbeing survey, conduct deep analysis with the insights and draft action plan for major improvement areas
• Facilitating organization wide town-hall discussion and insight forwarding meeting’s to uphold the maximum engagement improvement
• Conducting monthly check-in call’s with respective unit leads/director’s with employee’s and document key learnings and action points
• Conduct a feedback discussion meetings with talent’s to evaluate success and improve on organizational & talent performance

Learning and Development:

• Conduct a quarterly learning & development need assessment to understand capacity development needs.
• Design and conduct training programs and initiatives both in-person and using the company’s LMS in accordance with the need assessment report for all the talents of the company each month and generate learning performance reports.
• Design & conduct quarterly Lunch & Learn session organization wide to share project success, DEMO products releases, sharing internal experiences and train employees with the latest industry topics
• Enhance the employees’ skills, performance and career development opportunities using multiple talent development initiatives that align with the internal L&D programs.
• Identify and onboard internal, external or virtual based trainers for training programs according to the internal learning & development strategy.
• Facilitate and monitor the implementation of the training and development plans.
• Conduct pre & post-assessment surveys integrated with the Learning &
• Development site to measure the effectiveness of training and development initiatives.
• Track & report the return on investment (ROI) of training and development programs on individual and corporate levels.
• Conduct refresher and rapid-orientation training sessions for existing staff members every quarter.

Organization & Role Structure

• Develop & review job description, position agreements and contract agreements for talents and contractor’s as per the company standard
• Review the company reporting structure according to the approved role & reporting structure.
• Execute and follow up on organizational wide Human Resource policy implementation and effectiveness.

Performance Management:

• Conduct regular three tier performance evaluations of employees with a given frequency, provide feedback and coaching to support their growth and development.
• Review performance reports and collaborate on drafting improvement action plans based on assessment results.
• Document individual performance review reports and maintain performance results using the standardized performance review dashboards.
• Develop & share individual and unit/department specific performance reports to the executive team for holistic company wide business performance review.

Compensation & Benefit

• Conduct regular benchmarking exercises to ensure competitive salary ranges are maintained
• Ensure effective flow of communication on organizational compensation strategies for transparency & clarity
• Ensure all compensation strategies are executed and all benefits are affected for the talents in the organization
• Develop and review different compensation strategies that ensure talents & departments are benefited based on their performance achievements
• Ensure all the company benefit strategies are tracked and reported to the executive team quarterly

Workplace Culture & Wellbeing

• Conduct four quarterly beneficiary visits & impact workshops on target areas, reporting to employees with proper assessments.
• Run four quarterly employee wellbeing pulse surveys according to the Open
• Capital Advisory standard assessment tool.
• Contribute to the development and maintenance of the company culture document frequently.
• Uphold and promote the core values, mission, and vision of the organization within and outside.
• Ensure adherence to ethical standards and integrity within the workplace reflecting a maximum office culture management.
• Collaborate with the department leads to integrate the company culture document into various HR practices and initiatives.
• Stay updated on industry trends and best practices in talent management to continually improve our processes and strategies.

Hiring and Onboarding:

• Manage the hiring process by utilizing the internal HRI System including conducting a talent need assessment, developing VA’s, filtering candidates, conducting interviews and written tests
• Follow up with the proper onboarding and induction training for new employees using internal onboarding site and generate daily reports on the onboarding time
• Conduct post-assessment surveys after each training session using the onboarding site, analyze the results, and provide recommendations in the onboarding report.
• Timely update onboarding presentations using to-date company status.
• Implement innovative and effective talent management strategies to attract, develop, and retain high-performing employees.

Team Building & Engagement Activities Tied with Value Document:

• Conduct organization wide check-in meetings with department heads, cascade into one to one meeting trackers and report back to department leads/directors.
• Plan and organize team-building activities that align with the company’s core values to boost & increase employee engagement.
• Coordinate team-building exercises, workshops, and events to foster positive relationships and enhance collaboration among employees.
• Continuously seek innovative and engaging activities that promote teamwork, communication, and a positive work culture.
• Monitor and evaluate the impact of team-building activities and make recommendations for improvement.

HRIS Implementation

• Administrate the company Human Resource Information System (HRIS) with an integrated approach of the five talent management pillars (Engagement, Learning & Development, Organizational & Role Structure, Performance Management,
• Compensation & Benefit, and Workplace Culture & Wellbeing).
• Manage employee compensation & leave data using the company’s HRIS and proper documentation of employee’s compensation & leave.
• Register and maintain employee databases with the company documentation.
• Run four quarterly 6 pillar holistic talent management surveys according to the company standard assessment tool

Other Competencies:

• Project and Product Management: Implement a human-centered approach to sustainable product development, including scoping tasks, scheduling, and efficiently orchestrating multiple activities.
• People and Partnership Management: Facilitate professional development opportunities, provide feedback, assign responsibilities, monitor progress, foster a positive work environment & strengthen/build partnership across various areas.
• Processes and Systems Management: Design and optimize systems, balance organizational needs, and anticipate the impact of process changes on individuals.

Job Requirements

Qualifications:

• A minimum of a Bachelor’s degree in Human Resources, Business
• Administration, or a related field; [Master’s degree preferred]
• 3- 5 years of experience in talent management, talent acquisition & development, or human resources, with a proven track record of success in leading talent acquisition and management initiatives.
• Strong understanding of talent management principles and best practices, including engagement, Learning & Development, Performance Management,
• Organization & role structure and Compensation & Benefit.
• Excellent communication, interpersonal, and negotiation skills, with the ability to build strong relationships with internal stakeholders and external partners.
• Demonstrated leadership abilities, with experience in managing and developing a team of talent professionals.
• Proficiency in HRIS, ATS, and other talent management software tools [Familiarity with BambooHR is a pulse].