Director of Talent Management Direction

In Pro (Leroy Merlin) Leman requires a Director of Talent Management Direction.

The mission of the role is to support the implementation of the business strategy and the long-term sustainability of the company through the development of internal human potential and the training of a generation of leaders.

Priorities: to develop and transform a unified system of working with potential from line employees to a group of leaders: identification, assessment, validation, development, and support. Together with the training team and HRBP, to ensure the preparation of future managers and experts for key company roles, as well as the development of a succession system.

Success criteria:

• Critical roles of the company and key areas have been identified
• At least 2 potential successors have been formed for each critical role
• The proportion of internal appointments is >85%
• Regular talent review cycles and up-to-date succession plans
• Managers use data on potential and succession in HR decisions

Youth talent pool: to create a system for identifying, attracting, developing, and accelerating the promotion of young talents to form a talent pool of future company leaders in stores/warehouses/offices. Together with the training team and HRBP, to develop development programs and career paths for promising employees.

Success criteria:

• A unified approach to working with young talents inside and outside the company has been created
• Accelerated development programs for promising employees have been launched
• A talent pool of young people has been formed in each strategic area
• At least 10 young candidates with growth potential to GL within 3 years have been identified
• Transparent career paths for young talents have been created

Human resource planning and management: together with the recruitment team, to form a long-term vision of the company's HR needs, determine future competencies, and ensure a balance between the development of internal talents and the attraction of resources from the market.

Success criteria:

• A map of the company's future competencies has been formed
• HR risks and deficits in strategic business areas have been identified
• Plans for training internal resources and attracting external candidates have been developed
• The time to fill key roles is decreasing
• Employee satisfaction with career growth opportunities is increasing (EXI)

Expertise and experience in talent development / HR education / Talent Management / Organizational Development / Change Management / Project Management / Working with data and analytics / Results animation

• Work in a stable leading company in the DIY market with a unique corporate culture
• A developed system of internal employee training, opportunities for professional growth, development programs for employees
• Flexible bonus system
• Extended social package: VHI with dentistry from the first month of work, meal compensation, and mobile communication payment
• A progressive social benefits program for employees based on length of service
• A modern office 2 minutes walk from MCC ZIL and a hybrid work format
• Work in the ZIL office 5/2
• Business trips to stores/warehouses 2-3 times per quarter