IRS HEAD OF TALENT MANAGEMENT

CIMMYT is a cutting edge, non-profit, international organization dedicated to solving tomorrow's problems today.
It is entrusted with fostering improved quantity, quality, and dependability of production systems and basic cereals such as maize, wheat, triticale, sorghum, millets, and associated crops through applied agricultural science, particularly in the Global South, through building strong partnerships.
This combination enhances the livelihood trajectories and resilience of millions of resource-poor farmers, while working towards a more productive, inclusive, and resilient agrifood system within planetary boundaries.
  For more information, visit cimmyt.
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  CIMMYT is seeking an outstanding, self-motivated, and results-oriented professional for the position of Head of Talent Management.
The successful candidate will provide a customer-focused, analytical, and results-oriented professional, with cross-organizational responsibility for in-house and externally engaged training and Talent Management activities, including the coordination of effective communications within CIMMYT units to support these activities.
  This position will be based at CIMMYT HQ’s in Texcoco, Mexico.
Job classification and Talent Acquisition.
Ensure fact and data-based job classification methods are applied to all positions at CIMMYT globally.
Develop and guide HR team members on all talent acquisition initiatives, with particular emphasis on developing the team into a professional, advisory, accountability, customer-focused team, etc.
Contribute to talent attractions campaigns and training efforts in collaboration with HR operations globally on recruitment and training activities.
Develop and implement inclusive resourcing solutions and techniques that attract wider, diverse groups and demographics into CIMMYT – support overall Gender, Diversity, and Inclusion initiatives.
  Performance Management.
Lead the annual performance management and talent review processes.
Create and where applicable administer organizational needs assessments to determine skills gaps, training needs, etc.
Effectively analyzes and reports metrics, including but not limited to succession planning, internal promotions, and development planning.
Promotes opportunities to use talent metrics to generate deeper insights and drive action in critical areas.
Consult Individual Performance Review summaries in collaboration with Unit leaders; combine results with training survey data to refine training course requirements, leading to the definition of user groups and individual curriculum assignments.
  Career Development.
Design and implement career development strategies globally, including tools and resources.
Propose approaches, ideas, and business insight to the Leadership and HR team to increase the effectiveness, reach, and visibility of career programs and help the organization respond to career and talent-related opportunities and demands.
Collaborate with HR and Leadership team to planning, organizing, and coordinating Centre-wide programs and activities (e.
., Annual Performance Review and Assessment Exercise, corporate learning and professional development offerings, position grades, staffing strategies, talent mapping, etc.).
Design career pathways in country and regional offices to generate awareness of career progression opportunities and guide supervisors on career development policies/programs, in alignment with CIMMYT’s strategy.
Partner with senior management and Leadership to develop and implement an organizational development strategy and structure that ensures organizational efficiency and effectiveness, promotes employee engagement and builds a strong organizational culture.
  Training Management.
Develop training programs that focus on enabling the workforce to improve and acquire better skills.
Identify potential external training providers on strategic training initiatives, contribute to the selection process, and manage training vendor relationships.
Actively contribute to the enhancement of an environment of equal employment opportunity, diversity, and competitive advantage in support of the CIMMYT’s diversity and inclusion strategic plan.
Collaborate with CIMMYT Academy on establishing a diverse and strategic training offer for Staff and internal trainings through the solutions of the Academy, including its Learning Management System.
Design the content and coordinate the involvement of CIMMYT-wide resources to provide the induction training program.
Contribute to the continuous improvement initiatives related to exit survey instruments.
Develop and maximize the use of tools for use before and after training (i.
., evaluations, feedback systems, and assessment/accreditation).
  Workforce and Succession planning.
Develop effective workforce planning and succession planning business models, from hiring to retiring.
Conduct regular talent reviews to ensure succession planning for key positions and engaging talent in their career and developmental needs including training assessment and suggestions.