Head of Talent & Organization

John Cockerill, enablers of opportunities

Driven since 1817 by the entrepreneurial spirit and thirst for innovation of its founder, the John Cockerill Group develops large-scale technological solutions to meet the needs of its time: facilitating access to low carbon energies, enabling sustainable industrial production, preserving natural resources, contributing to greener mobility, enhancing security and installing essential infrastructures. 

Its offer to businesses, governments and communities consists of services and associated equipment for the sectors of energy, defence, industry, the environment, transports, and infrastructures. With more than 8,000 employees, John Cockerill achieved a turnover of € 1.417 billion in 2024 in 28 countries, on 5 continents. 

Main mission. Shape and drive the global talent strategy, leadership development agenda, and organizational effectiveness initiatives to support the transformation and long‑term growth of John Cockerill. The role ensures the company has the capabilities, culture, and organizational design elements required to meet strategic goals across all regions and business units.

Scope. 

• Geography: Global (all Businesses in all Regions).
• Population: all employees impacted by John Cockerill Global HR policies & processes (cf. cartography available on intranet), with a focus, for Talent Management, on the TopEx, their potential successors and high potentials at all levels.
• Processes: Talent Acquisition, Talent Management, Internal Mobility, Learning & Development, Leadership Development, Performance Management, Employee experience, DEI, Organizational Design and Effectiveness, Competency frameworks, Transformation, Change Management.

Reporting lines. Reports hierarchically to the CHRO. Size of the team reporting to this position: 3.

Key Responsibilities

Talent Strategy & Workforce Planning

• Define and implement the group-wide talent strategy, aligned with business priorities and long‑term workforce needs.
• Build a global talent pipeline, including early‑career programs, critical roles, and technical/engineering/project management talent.
• Lead annual strategic workforce planning, identifying capability gaps and future skill requirements (digital, sustainability, automation, etc.).
• Drive consistent global talent processes: talent identification & succession planning, performance management, internal mobility.

Leadership Development

• Design and deploy leadership development frameworks for all levels: executives, middle managers, and frontline leaders.
• Oversee corporate leadership programs, executive coaching, and other global initiatives in coordination with John Cockerill University Director and Profession Committees.
• Partner with the CEO and Executive Committee to ensure high‑potential leaders are identified, accelerated, and retained.

Performance management

• Contribute to the definition of the Global Performance Management Philosophy & Framework and ensure Alignment with Talent, Reward & Development Systems.
• Equip and Train Managers on how to set SMART goals, conduct effective feedback conversations, reduce bias and manage underperformance.
• Provide global toolkits and guidelines for HRBPs and people managers.
• Launch & monitor annual performance appraisals campaigns.

Learning & Development (L&D)

• In collaboration with the John Cockerill University and the Profession Committees, build a global learning ecosystem focused on critical capabilities (operational excellence, safety culture, lean/continuous improvement, digitalization…).
• Implement blended Group learning solutions: digital platforms, communities of practice, technical training pathways...
• Manage relationships with external learning partners and universities.

Knowledge Management

• Design knowledge sharing processes & tools: knowledge transfer process and tools for experts to sustain business continuity, knowledge mapping of critical team activities…
• Develop collaborative solutions, tools and approaches (e.g. Talent Intelligence Hub, Communities of Practice, Mentoring, group dynamics animation tools, etc.) to foster collaboration and enhance the harmonization of practices inside the company.

Organizational Design & Effectiveness

• Lead organizational reviews, designing structures that support operational efficiency and growth.
• Manage and update the job families architecture with the Profession Committees, update the Global job catalogue and related competency profiles.
• Contribute to operational excellence by doing/advising on Business Process Improvement and policies/processes documentation.
• Drive initiatives on culture transformation, collaboration, and organizational agility.
• Oversee change management methodology and support large‑scale transformation projects (M&A integrations, restructuring, business model shifts).

Talent Analytics & HR Transformation

• Establish a data‑driven HR model, using analytics to guide decisions on talent, performance, and capability development.
• Sponsor key HR digital transformation initiatives (HRIS, learning platforms, talent tools).
• Ensure the consistency of talent processes across regions and business units.

Talent acquisition

• Build and execute a global talent acquisition strategy that ensures the company can attract, hire, and retain the critical skills needed for current and future activities.
• Establish global standards, processes, and tools (RPO, MSP).

• Oversight the regional TA teams.

• Position the company as an employer of choice, in coordination with Com’ Dpt.

Employee Experience & Engagement

• Translate the organization’s strategy, culture, and people vision into a clear, compelling EVP.
• Promote the company’s culture, values, sustainability commitments, and career pathways.
• Promote consistent ways of working and collaboration globally.

• Monitor employee experience to identify trends and prioritize timely actions at all company levels.

Diversity, Equity & Inclusion (DEI)

• Develop and implement the group’s DEI strategy, focusing on diverse talent pipelines, inclusive leadership, and global compliance.
• Promote diversity and inclusion initiatives to create a workplace that values and leverages the unique perspectives and experiences of all employees.

Miscellaneous

• Market watch: Keep proactively updated, in own and related domains, about market evolutions & trends (HR, Talent, Technologies, Methodologies, Tools.
• Stakeholders’ management: consult with business leaders and HR partners to understand needs and determine appropriate solutions.
• Performance & KPIs: Identify and track key talent development metrics and assist in developing timely reports on results and trends to Senior Management.
• Communications: Support the CHRO in the preparation of key meetings with the Management Board, Board, HR Community, TopEX, external events…; Support collaboration within HR Leadership Team and HR Community.
• Staff & Entity management: Manage and engage the Corporate Talent team; Manage Talent resources and budget.

John Cockerill offers you career and development opportunities within its various sectors in a friendly working environment. 
Do you want to work for an innovative company that will allow you to take up technical challenges on a daily basis?
We look forward to receiving your application and to meeting you!
 

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