Talent Acquisition and Talent Management Lead

Job Description

JOB PURPOSETo ensure that Sanofi in the Greater Gulf is able to attract the best people from both internal and external markets, successfully onboards them and ensures that they acquire and maintain the skills needed to be effective in their current role and develop the capabilities to advance their careers in accordance with their potential and aspirations.To improve the skills of leaders, the engagement of employees and the delivery of a progressive performance culture in Sanofi through driving best practice in the initiation and implementation of contemporary HR practices in talent acquisition and people development.To be the local point of contact for the Regional HR Centre of Expertise Leads and to deploy Sanofi best practice, tools and policies into the Greater Gulf, considering local specificities.KEY RESULTS/ACCOUNTABILITIESEnsures the implementation of Sanofi?s HR policies in close coordination with Head of HR and regional Centres of Expertise in Talent Management and Leadership DevelopmentEmployer BrandingThe develop, validate and communicate Sanofi?s Employee Value Proposition to existing and prospective employees:

• Define the desired target employee experience at key points in the employee lifecycle and evaluate the gap between the target and actual experience
• Develop and deploy a set of short and medium-term actions to achieve the targeted employee experience, such as changes in policies, improved internal communications, management skills development
• Create EVP stories to demonstrate and reinforce our employer brand
• Manage the communication of our EVP externally through different channels, such as social media postings, attendance at events, involvement in community activities, work with educational establishments
• Educate managers and employees so that they can accurately and consistently communicate our EVP

KPI?s # EVP stories produced and published, # of events held/ attended, # of managers and employees trained in the EVPTalent AcquisitionEnsure the accurate execution of our Recruitment Strategy and Policy, so that recruitment and selection in Sanofi:

• Is efficient, productive and cost effective
• Leverages our Employee Value Proposition
• Fairly and validly assesses candidates? competencies versus the requirements of the role
• Provides a positive candidate and hiring manager experience

• Develop a suite of selection and assessment materials for internal use
• Train and coach hiring managers in the recruitment policy, and how to assess candidates using a range of selection tools and techniques (such as Competency Based Interviews, Technical Interviews, role plays, case studies etc.)
• Evaluate the success of recruitment and selection activities and make improvements when needed
• Be the super-user of the Workday recruitment app and ensure that data is up to date and clean, so that accurate statistics can be generated from the system
• Manage the relationship with external recruitment consultancies or RPO provider and ensure that they deliver their services at the expected level of quantative and qualitative results. Lead the decision to select / deselect local recruitment agencies.

KPI?s. Time to hire, cost per hire, ratio of CV?s to interview, ratio of shortlisted candidates to job offer, early loss rate, candidate and hiring manager evaluation.OnboardingLead the design and execution of the employee onboarding / induction program in accordance with recognised best practices and employee feedback to ensure that all new hires and transfers of existing employees into the Gulf and KSA MCO have a comprehensive and positive experience when joining the business.KPI?s. Attendance rate, participant evaluation, onboarding features versus external best practices benchmark (Top Employers or similar).Talent Management and Leadership DevelopmentTo lead the development of a strong process for assessing learning needs and the provision of both the global as well as a local offering of training and development resources in accordance with the 70-20-10 model of learning.

• Design, develop and deploy a Training Needs Assessment (TNA) to enable employees to identify their mandatory and optional learning targets.
• Manages a curriculum of local programmes (facilitator selection and review, revision of content, design of new programmes, evaluation of training).
• Coordinates (logistics) the local delivery of global programmes. Leads / Facilitates training events as required
• Drives awareness and participation by employees in the training and development offering
• Ensures the quality and coverage of Individual Development Plans (IDP?s) for high potential employees and successors to critical positions. Advises employees and managers in the creation and realisation of IDPs.

KPI?s. # of TNA profiles, iLearn usage, # of internal facilitators, training evaluation scores,

• Ad-hoc projects

To undertake, at the request of the Head of HR, any ad-hoc projects and research and co-ordination of activities.

• Ethical Leadership

• Takes personal accountability to use personal experience and knowledge, as well as the training and tools provided by Sanofi, to maintain a good knowledge and understanding of all ethics and governance relevant to the role (including the Industry Code of Practice, Sanofi Policies and Procedures and any relevant legal requirements); and demonstrate personal leadership in applying these to all work undertaken.
• Escalates any decisions, or seek the support of colleagues or management if personal knowledge and understanding is not at the level required to carry out any part of the role.

• Environmental and Safety Leadership

To care for his/her own safety and wellbeing and the safety of others, and to co-operate with the company to ensure a safe place of work. Employees are therefore expected to:

• Support and conform to Company safety rules and procedures to ensure a safe and healthy working environment.
• Report any accident, incident or near miss, whether it be of personal injury or property damage.

• Assist in the investigation of accidents with the objective of introducing measures to prevent recurrence.
• Thoroughly read all safety documentation issued by the Company and comply with its requirements. Escalate any doubts or uncertainties to their supervisor and/or manager.

KEY WORKING RELATIONSHIPS INTERNAL

• HRBPs and Head of HR
• SBS HR Services
• Regional HR Centre of Expertise personnel
• Employees and Line Managers in Sanofi Gulf and KSA

EXTERNAL

• External suppliers of HR services (training, research/ benchmarking organisations)
• Recruitment consultants
• Prospective and active applicants

SKILLS, EXPERIENCE & KNOWLEDGE REQUIREMENTS

• Degree-level qualification in a HR, marketing or other business discipline
• Multi-national organisation experience
• Demonstrable success in a HR generalist role or expert role in organisation development and talent acquisition or in a communications or marketing role
• Strong project management skills
• Flexible and agile to manage multiple topics concurrently
• Customer service orientation
• Strong verbal reasoning skills and written communication abilities
• Strong analytical skills, with the ability to develop insights from data and move into prioritised actions
• Use of Social media channels for developing and maintaining networks
• HR systems experience (such as Workday or a recruitment system)
• Strong facilitation, presentation and training skills with an ability to inspire and influence at all levels
• Strong coaching, consulting and team-building skills and observational techniques

At Sanofi diversity and inclusion is foundational to how we operate and embedded in our Core Values. We recognize to truly tap into the richness diversity brings we must lead with inclusion and have a workplace where those differences can thrive and be leveraged to empower the lives of our colleagues, patients and customers. We respect and celebrate the diversity of our people, their backgrounds and experiences and provide equal opportunity for all.

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