Performance and Learning Specialist at Alfred & Victoria Associates

Summary

• The Performance & Learning Specialist is responsible for supporting the development and implementation of the performance management and learning & development systems to optimise staff performance and foster employee development.
• Using multiple frameworks such as competency, the incumbent will work closely with heads of departments, line managers, and other key stakeholders to achieve this objective.

Roles & Responsibilities

Competency Management:

• Works with the Performance & Learning Manager (P&L Manager) to develop and maintain a catalogue of competencies for all job roles in alignment with the present and future capabilities needs of the organisation to drive the talent management processes
• Carries out competency assessments using the competency catalogue to identify gaps
• Prepares development plans to close competency gaps

Performance Planning & Implementation:

• Assist in the development of Performance Management (PM) policies and frameworks to guide the process of managing employee performance
• Assists with building awareness for the PM process by providing training and ongoing support to all levels of staff on the performance management process and systems
• Works with the P&L Manager to ensure that business goals are set for each financial year
• Drives the process of goal setting for all staff at different levels and ensures it is documented on the digital platform
• Supports the implementation of the standard and best practices to drive the performance management cycle and institutionalise the performance management culture
• Works with Line Managers to ensure that performance discussions are documented on the digital platform
• Initiates and concludes the process of employee confirmation

Performance Reviews and Calibration:

• Initiates the mid-and end-of-year performance review/appraisal process.
• Works with Line Managers to ensure that all performance reviews/appraisals are completed within scheduled timelines
• Assists with the identification and resolution of staff appraisal issues and/or conflicts, including post-appraisal appeals
• Schedules and ensures that performance calibration sessions are held for all staff at various levels and in different functions
• Carries out data analysis to determine current performance, forecasts, and future performance trends to recommend improvements and/or corrective actions
• Recommends performance improvement & development plans for various categories of staff
• Assists with the implementation of performance outcomes for all staff

Learning Needs Analysis and Planning:

• Assists with the development of learning & development strategies to identify performance gaps and address them accordingly
• Works with the P&L Manager to develop learning needs analysis using data from sources like the PM process and competency assessments
• Supports the development of the annual training plan based on identified learning and development needs for management approval
• Assist with the documentation of the training plan with ITF

Learning Plan Implementation:

• Plans and executes learning programs according to approved training plans to improve employee skills and competencies
• Sources for and works with vendors/third party consultants and professionals on how to improve in-house employee learning and teaching strategies
• Assists with the design and development of learning content for in-house and function/ organisation-specific topics and conducts train-the-trainer sessions
• Ensures that pre-and post-training evaluations are conducted to measure training impact
• Supports the development and implementation of induction programs for new hires
• Assists with the development and propagation of a blended approach to learning, which integrates different learning modes, such as coaching, classroom instruction, online learning, and action learning

Learning Review:

• Carries out post-delivery evaluations of vendors/third-party consultants and professionals to assess the value delivered
• Evaluates the implementation rate of the annual training plan to identify issues and implement improvements

Career Management & Succession Planning:

• Assists with the implementation of career development & succession planning strategies to suit the business & talent needs
• Supports the mapping of various career paths for different categories of staff
• Assists with the identification of critical roles within the business and develops strategies to retain the incumbents and fill vacant ones

Teamwork & Performance:

• Works with other members of the HR team to complete designated tasks
• Takes ownership of own performance using the performance management system
• Attends and maximises training recommended by the Capability Development Manager to close performance & development gaps
• Supports the induction of new team members into the department
• Performs any other duties as required by the business

Job Analysis and Evaluation:

• Works with line managers and heads of functions to identify job needs/workload assessments.
• Conducts job analysis to determine job relevance, requirements, and content.
• Evaluates jobs to determine relative worth and pricing as well as placement within or mapping t Job Architectural Framework.

Skills & Competence Requirements

Educational Qualification:

• HND or Bachelor's Degree or its equivalence in Human Resources, Business Administration, Behavioural Science, or Management

Professional qualification:

• Recognised Human Resource Certifications (e.g., SHRM, HRCI, CIPM, etc.)

Years of Experience:

• Minimum of 5 years of experience in a relevant field or industry

Age:

• 28- 35years old

Knowledge:

• Understanding of Compensation & benefits
• Knowledge of Succession Planning & Career Management
• Human Resource Development
• Diversity & Inclusion
• Understanding of the Nigerian Labour Law

Technical:

• Proficiency in Microsoft office tools and other HRIS
• Communications skills
• Organisation & planning skills
• Strategic Business Partnering
• Performance Management
• HR Technology
• Learning & Development
• Change Management
• Program Management

Behavioural:

• Ability to perform under pressure
• Judgement & decision-making skills
• Problem-solving skills
• Strong & firm personality
• Ethical Practice
• Results- and Goal-Oriented
• Negotiation Skills
• Team Player.