Global Head of Performance, Talent & Succession
COFCO International
Corporate ownership and process lead for the HR processes of:
- Performance Management
- Talent & Succession
- International Mobility
- Talent & Succession
- Develop and implement a comprehensive global talent management strategy that aligns with the company’s business objectives.
- Design and oversee the talent review & succession planning process to identify and develop high-potential employees for key leadership roles.
- Provide thought leadership on emerging trends in talent management and succession planning.
- Develop, together with functions and businesses, generic career path models for career progression, with support of C&B for bands and grades.
- Lead initiatives to identify critical roles and competencies required for the future success of the organization.
- Develop international exchange and mobility mechanism for enhanced international development together with HR Directors and business/ functions.
- Establish and maintain a succession planning framework that includes identification, assessment, and development of internal talent.
- Work with HR Directors / Business Partners to ensure succession plans are integrated into overall business strategies and budget.
- Work with HR Talent Acquisition and HR Directors to integrate external succession plan into overall business strategies, budgets, talent acquisition and leadership development strategies.
- Monitor and report on the effectiveness of succession planning efforts.
- Partner with HR Business Partners and other functional leaders to align talent strategies with business needs.
- Act as a trusted advisor to senior leadership on all matters related to talent and succession.
- Influence and drive change across the organization to adopt best practices in talent management.
- Oversee the implementation of performance management processes that support the development of employees.
- Ensure alignment between performance management, talent development, and succession planning, and ideally integrate processes.
- Promote diversity and inclusion within talent and succession planning initiatives.
- Utilize data-driven insights to inform talent and succession strategies.
- Develop and maintain metrics to evaluate the effectiveness of talent and succession initiatives.
- Performance Management
- Develop and implement a comprehensive performance management strategy aligned with organizational goals and organizational culture, including feedback culture.
- Global process leadership of the performance management.
- Design and continuously improve performance management processes and tools.
- Collaborate with HR and other departments to ensure processes are integrated and aligned with business needs.
- Monitor the effectiveness of performance management processes and recommend improvements.
- Develop, with starting point Corporate Performance Contract, KPI’s for each business and function to enhance performance measurement (generic/ specific).
- Provide support to HR, managers and employees on performance management practices, together with HR Leadership Development & Training and regional/ local HR.
- Develop and deliver training materials and workshops to enhance understanding and execution of performance management processes, together with HR L&D and HR Operations.
- Oversee the performance review cycle, including goal setting, mid-year reviews, and annual appraisals.
- Ensure timely and constructive feedback is provided to employees to support their development.
- Analyze performance data to identify trends and areas for improvement.
- Prepare and present reports on performance metrics to senior management.
- Use data to drive decisions and improve performance management practices.
- Ensure performance management processes comply with relevant laws and regulations.
- Stay updated on industry best practices and incorporate them into the performance management strategy.
- Coordination International Mobility
- Coordination International Mobility and mobility programs with Regions and HQ HR.
- Support to Cofco Group transfers (together with HQ HR and China HR).
- Degree in law or finance
- Minimum 12 years of experience in HR gained in a multinational or international work environment
- Minimum 3 years experience in working in the agriculture trading & supply chain space (HR or other activites)
- At least 5 years of team management experience.
- Excellent business acumen
- Very good understanding of HR Business Partnering.
- Experience with high paced commercial environment.
- People management experience – remotely managed team/s.
- Excellent communication and presentation skills.
- High command of English.
- Highly commercial.
- Energetic self-starter.
- Adapted to high pressure.
- High degree of Intercultural awareness.
- Highly service- minded.
- Numeric.
- A ‘can-do’ attitude and a hands-on approach.
- Excellence in building relationships.