SynopsisThe purpose of the role is to lead the planning and management of the delivery and execution for all major people and talent lifecycle activities, incorporating best practices to support the achievement of business objectives, enhance employee engagement, retention and career development. Overall responsibility for rolling out HR lifecycle initiatives, including:xc2xb7 Employee performance management cycles - Coordinate the goal setting, performance discussions and end of year cycles, calibration activities and appeal processes, including system enhancementsxc2xb7 Employee listening and engagement cycles - Lead the action planning process following ELE surveys, ensuring action is taken and tracked in all divisions, reporting, and crafting communications that link back to the survey outputsxc2xb7 Salary review cycle - project manage the timely yearly salary review process to reflect the outputs of the performance management cycle, coordinating with Total Rewards, Business Partners and Payroll teamsxc2xb7 Yearly bonus award cycle - project manage the timely payment of yearly bonus awards, including executive and NRC/Board approvals, coordinating with Total Rewards, Business Partners and Payroll teamsxc2xb7 Talent reviews SM1-VP/executives - Facilitate the Talent Review and Succession Planning process and equip Heads of HR to ensure an effective talent review and calibration process to build talent pipelines for critical roles across Etihad, and ensure business continuity, including assessing UAE National talent readinessxc2xb7 Quarterly people forums - build and deliver a framework to share people and workforce insights and engage with the business, leveraging PDT dashboardsxc2xb7 Tracking and reporting of progress, effective escalation and remediation of risks and issues-Provide feedback to the COEs (Talent Strategy & Culture, Total Reward) on success of key performance and talent management initiatives, contribute to policy development and enhancement to deliver a robust framework that drives high-performance-Provide governance to ensure the implementation of policies, procedures and objective, confidential processes are applied across Etihad in regard to talent management and performance management activities-Contribute to projects aiming to automate performance and talent management processes and provide managers and employees with a more intuitive, streamlined digital experience-Partner with the OD and HRBP functions to assess talent impacts and create talent action plans for major organisation design changesEducation & Experiencexc2xb7 Bachelor's degree in HR, Business or relevant disciplinexc2xb7 Minimum 7 years of experience as a business partner, Talent Development professional, or in an HR Programme management, or COE rolexc2xb7 Professional qualification in talent development preferredxc2xb7 Subject matter expert in talent management and performancexc2xb7 Manager level experience within large multi-national organisations, with evidence of delivering progressive talent management and performance management initiatives#LI-JB1About Etihad AirwaysEtihad Airways, the national airline of the UAE, was formed in 2003 and quickly went on to become one of the world's leading airlines. From its home in Abu Dhabi, Etihad flies to passenger and cargo destinations in the Middle East, Africa, Europe, Asia, Australia and North America. Together with Etihad's codeshare partners, Etihad's network offers access to hundreds of international destinations. In recent years, Etihad has received numerous awards for its superior service and products, cargo offering, loyalty programme and more. All this ties into Etihad's ambitious Journey 2030 strategy. The airline plans to double its fleet size and triple the number of customers over the next six years as it sets out to be the airline everyone wants to fly!To learn more, visitRecruitment Fraud AlertBeware of fraudulent job offers from individuals or organizations claiming to represent the Etihad group. We will never ask for personal information, bank details, or payment during the recruitment process. Interviews are conducted face-to-face or via video/telephone before any formal offer. If you are asked for money, please treat it as fraudulent and contact