Job Title: Talent Development ManagerJob Location: Abu DhabiJBC- 4235Minimum Qualification
Bachelor's degree in HR, Business Administration, Management, or any other related field.
Internationally recognized certifications in Talent Management a plus
Minimum Experience8-10 years of relevant experience in Human Resources Management with a focus on Talent Management and Succession Planning.KEY ACCOUNTABILITIES:Team Support
Govern the talent management program by communicating with the relevant stakeholders in a timely manner regarding the TNA cycles, IDP development, succession planning exercises and such.
Provide on-the-job training and constructive feedback to assigned team to support their overall development.
Promote the organization's values and ethics in all activities within the team to support the establishment of a value driven culture within the organization.
Collaboration and Delivery with Strategic Business Partners
Conduct the routine collaboration with all business partners (Supply Chain, IT, Finance and Legal) to co-deliver defined key performance indicators (KPIs) in line with the overall business plan.
Policies, Systems, Processes & ProceduresProvide inputs and implement policies, systems, and procedure for the assigned team so that all relevant procedural/legislative requirements, fulfilled while delivering a quality, cost-effective service.Continuous Improvement
Participate in the identification of opportunities for continuous improvement and sustainability of systems, processes and practices considering global standards, productivity improvement and cost reduction.
Reporting
Prepare sectional statements and reports timely and accurately to meet Inter and department requirements, policies, and quality standards.
Job Specific AccountabilitiesTalent Development
Contribute to the development and updating of a comprehensive competency framework in alignment with the best practices and market trends to ensure COMPANY employees have the required readiness level to properly deliver the expected outcomes of their roles.
Identify and assess the employees' training and development needs through training needs analysis, job analysis, and appraisal schemes and produce a resourced and budgeted annual training plan based on needs identified for individuals, teams, and COMPANY vision and mission.
Design and execute customized programs such as IDP's and initiatives for long term personal development, technical training, executive development, competency development, assessment and feedback, mentorship program, UAE national development, etc., to improve employee and organizational capability to achieve business goals.
Develop COMPANY annual training plan in line with Training Needs Analysis (TNA) results and the organizational learning strategy.
Manage the training program review process to ensure the evaluation of program quality and the incorporation of employees' feedback towards program/trainers/facilitators to maintain ongoing optimization of development solutions.
Measure and follow up on the effectiveness of training activities and prepare reports for the management determining the impact of training on employee skills and corporate goals.
Manage and follow up with the training providers and maintain a database of curriculum, materials, and personnel training records.
Review, assess and select external vendors and service providers to ensure the provision of quality developmental support.
Manage the training budget in line with the overall HR strategy to help build the desired competence levels and enable the achievement of business requirements.
Evaluate changes in the learning environment and adjust learning practices and systems to remain in line with future learning methodologies and approaches.
Succession Planning
Identify and define the critical and key roles at COMPANY and identify potential successors to those roles, to develop the potential successor and ensure for readiness for business continuity purposes.
Design and build awareness on COMPANY career pathing framework to ensure transparency of career mobility options, internal vacancies and support the growth of the internal talent pool.
Develop in cooperation with the business unit heads the career paths for the critical roles of COMPANY, to satisfy employees need for growth and satisfy business requirements for high qualified employees.
Manage COMPANY's talent pool to ensure the availability of high potential employees especially for the identified
critical roles of the organization, in addition to considering the internal mobility of high potential employees.
Develop, manage, and maintain COMPANY's talent pool to ensure the availability of high potential employeesespecially for the critical functions of the organization.
Facilitate and support the development of successors for every critical role and define the training and qualifications that need to possess to ensure business continuity.
Review select and test various assessment tools for selection and development purposes for COMPANY to ensure alignment with leading market practices that address COMPANY's needs.
Control and manage the development of internal assessment centres for internal candidates, to support the identification of the most suitable employees.
Review the performance assessment results and cooperate with the business unit heads for the identification of high potential employees, to ensure employee potential is managed successfully.
Performance Management
Oversee the performance management process, ensuring alignment with organizational goals and effective implementation across all levels of COMPANY.
Develop and enhance performance management tools and processes to drive a culture of continuous improvement and accountability.
Collaborate with managers and employees to set clear performance expectations, provide ongoing feedback, and conduct performance evaluations.
Analyze performance data to identify trends, potential issues, and areas for improvement, and propose strategies to address performance gaps.
Implement and manage performance improvement plans for underperforming employees, including identifying root causes and providing targeted support and resources.
Ensure that performance management practices are fair, consistent, and aligned with best practices and legal requirements.
Employee Engagement
Develop and implement strategies to enhance employee engagement and foster a positive work environment within COMPANY.
Conduct regular surveys and assessments to measure employee engagement, identify areas for improvement, and develop action plans to address engagement issues.
Collaborate with COMPANY Generation business leaders and teams to create and execute initiatives that promote a culture of recognition, inclusivity, and open communication.
Monitor and analyze engagement metrics to evaluate the effectiveness of engagement programs and make data-driven recommendations for improvement.
Support and facilitate employee feedback mechanisms and ensure that employee voices are heard and acted upon.
Partner with relevant internal stakeholders to address and resolve employee concerns and issues, promoting a supportive and responsive work environment.