Talent Acquisition & Retention Lead - SAREG M/F

 

 

Talent Acquisition & Retention Lead - SAREG M/F

General Information

AGL (Africa Global Logistics) is the leading multimodal logistics operator (port, logistics, maritime and rail) in Africa. The company is now part of the MSC Group, a leading maritime and logistics company. 

Thanks to its expertise developed over more than a century and to more than 23,000 employees in 49 countries, AGL provides its African and global customers with global, tailor-made and innovative logistics solutions, with the ambition of contributing to the transformation of Africa in a sustainable way. 
AGL is also present in Haiti and Timor.

Are you looking for a rewarding experience in an international environment? Do you want to make an impact in a company that puts Africa at the heart of its project? 

Join AGL, the leading multimodal logistics operator on the African continent!   

Job description

Mission description

Job Purpose:
The Talent Acquisition & Retention Lead is tasked with overseeing the comprehensive value chain of Talent Management and Learning & Development within the SAREG region. This pivotal role contributes directly to the organization's success by establishing robust internal and external talent pipelines, promoting high-performing employees, and ensuring the effective delivery of functional training and development programs. The incumbent will coordinate, consolidate, and manage all Talent and Development initiatives, focusing on metrics and execution to drive organizational performance. Job Function:
• High Potential Management and Leadership Development: Identify and cultivate high-potential talent through
tailored coaching and training programs aimed at empowering key personnel.
• Strategic Talent and Development Initiatives: Design and execute organizational strategies informed by external
trends and best practices, ensuring alignment with AGL's mission and objectives.
• Culture of Excellence: Support the creation and maintenance of an organizational culture that emphasizes
performance excellence, personal investment, and unwavering commitment among teams.
• Leadership Development Implementation: Proactively drive the implementation of leadership development
initiatives including the creation of career paths, learning pathways, competency definitions, critical learning
interventions, and requisite systems to support employee growth.
• Full Employee Lifecycle Management: Implement talent initiatives that span the entire employee life cycle,
ensuring a seamless and engaging experience from induction to long-term career development.
• Attractive Employee Value Proposition: Develop and promote a compelling employee value proposition aligned
with organizational objectives to enhance employee retention and satisfaction.
• Talent Pipeline Management: Build and manage a proactive and comprehensive talent pipeline to address
resourcing and succession planning needs effectively.
• Induction and Orientation Programs: Ensure effective induction, orientation, and deployment of new staff to
facilitate smooth transitions into the organizational structure.
• Innovative Learning and Development Policies: Establish and implement innovative policies and programs that
focus on developing necessary skills, supplemented by robust monitoring mechanisms to track progress and
effectiveness.
• Diversity, Equity, and Inclusion Strategy: Design a development approach that aligns with the organizational
Diversity, Equity, and Inclusion strategy, promoting an inclusive workplace culture.
• Self-Learning Culture: Foster a culture of self-learning by leveraging modern learning platforms such as LinkedIn
Learning and other e-learning tools to encourage continuous development.

 

Profile

External Partnerships Management: Actively manage relationships with external partners, including universities,
job boards, and recruitment agencies, to bolster talent acquisition efforts and visibility in the job market.
• Annual Learning Calendar & Development Plans: Plan and implement an annual learning calendar, ensuring
alignment with insights from the annual career committee report and organizational strategic objectives.External:
• Relevant Authorities
• Accredited Trainers
• Universities
• Recruitment Agencies
Working Relationships:
Internal:
• Country Managers
• HR Managers
• Heads of Business Units
Skills & Experience:
• A minimum of 6 years of experience in a Human Resources corporate or consulting environment, with at least 3
years focused on talent acquisition and assessment.
• Proven ability as a change catalyst and expert in talent pipeline management and acquisition.
• Strong background in performance management and leadership development.
• Exceptional coaching and mentoring abilities, complemented by project management, vendor management,
strategic thinking, and problem-solving skills.
• Adaptability and resilience in a rapidly changing environment.
Minimum Education and Experience Requirements:
• A bachelor's degree in human resources, Industrial Psychology, business administration, or a closely related
field is strongly preferred.
• Demonstrated experience as a Talent Acquisition Manager or in a comparable role, with a proven track record
of successfully implementing recruitment strategies.
• Comprehensive understanding of recruitment strategies and industry best practices to maintain a competitive
advantage in talent acquisition.
• Exceptional interpersonal and communication skills to effectively cultivate and sustain relationships with
candidates, hiring managers, and external partners.
• Proficient in utilizing applicant tracking systems and other recruitment software to enhance the efficiency of the
recruitment process.
• Strong organizational and time management abilities to effectively plan and execute recruitment initiatives.
• Capability to analyze existing recruitment data and relevant metrics to inform and guide hiring decisions.
• Familiarity with labor laws and regulations to ensure compliance and uphold ethical recruitment standards.