Global Head of Performance, Talent & Succession

Global Head of Performance, Talent & Succession

Location: Leça do Balio, Matosinhos, Porto, PT

Job Purpose: Corporate ownership and process lead for the HR processes of:

• Performance Management
• Talent & Succession
• International Mobility

Responsibilities

1) Talent & Succession

• Strategic Leadership:
  • 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.
• Talent Development:
  • 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.
• Succession Planning:
  • 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.
• Collaboration and Influence:
  • 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.
• Data and Analytics:
  • Utilize data-driven insights to inform talent and succession strategies.
  • Develop and maintain metrics to evaluate the effectiveness of talent and succession initiatives.

2) Performance Management

• Performance Management Strategy:
  • 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).
• Training and Support:
  • 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.
• Performance Reviews and Feedback:
  • 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.
• Data Analysis and Reporting:
  • 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.
• Compliance and Best 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.

3) 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).

Education

• Degree in law or finance.

Experience

• 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 activities).
• 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.

Skills

• 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.