Job Description

Posting Date: 6 Sep 2024
Requisition ID: 2174
Company: NAWAH
Location: Regular-Nationals
Posting Status: Job Purpose

Job Purpose: Implement the Planning & Talent Management activities including the development programs for the Enterprise

employees and the development and revision of systems, procedures and guidelines related to Talent management and

performance appraisal system in order to meet Enterprise learning objectives and talent management strategy.

Lead the Enhancement of Performance Appraisal system and support in defining, reviewing, and publishing the

competency framework procedures and guidelines related to Talent Management. Develop and implement Talent

Programs including Talent Review and lead the Enterprise's (Emirates Nuclear Energy Corporation (ENEC), Nawah and

Barakah One Company (BOC)) talent management programs including the assessment and segmentation of talent,

competency and career path development and Assessment. Support the implementation of succession plans to align the

Enterprise to the overall strategic objectives.

Key Activities, Responsibility & Accountability
Talent Management
• Design, develop and implement Talent Management for all Enterprise employees to ensure that acquisition of


required competencies across all levels.

• Train and advice concerned employees on how to prepare individual development plans in order to obtain a


structured plan for employee's development and meet the Talent Development / Training requirements

• Provide input to leadership development program for the identified employees as successors in order to improve


leadership within.

• Implement Performance Improvement Plan for underperforming employees to ensure development and


improvements in areas that are needed.

• Support in the preparation of required development plans including, Peformance Improvement Plans, Enhanced


Development Plans and Individual Development Plans, as applicable.



Succession Planning
• Develop and continuously review the implementation of Talent Reviews, succession planning and Development


Plans to ensure the identification of the positions for the successors.

• Facilitates Talent review sessions in order to identify high potential employees within the Enterprise.
• Ensure to document the Talent Review and Succession planning outputs to serve as a reference point for future


talent discussion.

• Monitor and assess development progress of successors to keep track of their progress based on the outcome of


the ongoing succession plans.

• Act as the first point of contact for clarifying and answering Executive team, managers, direct supervisors, and


employees' questions regarding High Potential employee and Development plans.

Responsibilities & Accountabilities (contd.)
Talent Assessment



• Manages the Enterprise Talent Assessment Strategy for talent selection and development.
• Liaise with the external assessment center for the assessment and testing


Oversees Talent Assessment administration and scheduling

• Provides report or update to requestor and communicate assessment results
• provide report feedback session to the candidate/employee

Competency Management



• Set out instructions and guidance on the identification, collection and formatting of competency framework to the


business in order to collect feedback to update and implement the framework.

• Submit finalized documents including all amendments and additions through the Document Control process.
• Collect, collate, and analyze technical capability analysis data in order to identify Enterprise competencies gaps


and use the same as an input to training plans.



Performance Management



• Study and analyze the performance appraisal (PA) reports with direct supervisors in order to identify areas of


development, addressing the training needs and monitoring the progress of the individual for a performance

improvement plan.

• Support Line Managers on setting SMART goals and the use of assessment tools, including but not limited to self


assessments, 360 degree feedback, 9 Box Grid Box, in the mid-year review and year-end review to ensure the

employees have clear and measurable targets against which line managers can easily assess their performance

• Support in managing the PA Appeal Process, panels in accordance with established policies and procedures.
• Develop PA satisfaction surveys, present results to senior management and make recommendations about areas


needing improvement.

• Act as a facilitator during all performance review implementation phases to ensure accurate and effective


execution.

• Initiate the performance review process including setting objective phase, mid-year review, year-end review,


preparing guidelines for ratings distribution as well as facilitating normalization process and performance appeal

process to ensure Performance Management implementation.

• Monitor the performance review process and recommend areas for improvement to enhance the Performance


Management process.

• Develop overall ratings distributions and reports on trends
• Provide training and conduct workshops to the executive team, managers, direct supervisor, and employees on


the performance reviews to ensure common knowledge and understanding of performance management process.

• Provide managers with regular training on how to give feedback as well as on how to coach and develop their


employees to ensure common knowledge and understanding of performance management process.

Professional Certifications
Qualifications
Academic Qualification and Experience
Bachelor's degree in human resources management or relevant Science.

• 5 years of relevant experience.




• Human Resource Management
• Organization Development & Change
• Talent Management
• Performance Management
• Job Analysis and Description
• HR Information Systems
• Policy and Procedure Design
• Advisory & Consulting
• Knowledge of Nuclear Industry




Experience