Job Scope:
The Talent Development Manager is responsible for overseeing and managing initiatives related to the development and growth of employees within the organization. She/He is in charge of designing and enhancing talent development programs, such as performance management, succession planning, and career development. The Talent Development Manager also ensures the development and implementation of appropriate policies and procedures in alignment with relevant stakeholders.
Main Duties & Responsibilities:
Talent Review Cycle
- Create and design a yearly talent review cycle and effectively implement it across the organization.
- Cover performance cycles from end of year to the whole journey of an employee.
- Review individual development plans and follow up on progress with head of departments and report accordingly.
- Recommend retention programs per levels and detailed action plans.
- Coordinate with training manager, HR manager and the head of department on the learning needs for each employee at a technical and soft skill level.
Succession Planning
- Identify critical positions and highlight potential upcoming vacancies in coordination with the talent acquisition manager and other HR units.
- Develop a key understanding of the capabilities required to fill critical vacancies.
- Identify talent internally to fill critical vacancies and identify potential successors.
- Propose a succession plan per grade, department and division while coordinating with the talent acquisition department and the HR manager on the proposed solutions and observations.
- Align with the Talent Acquisition on the status of employees.
Internal Mobility Program
- Streamline planning for potential vacancies in key leadership positions and propose to talent acquisition department recommendations for internal talents mobility.
Standards of Competencies
- Design and develop standards for competency assessment for recruitment, development, and promotion of employees.
- Oversee the implementation of key performance measures, core competencies and core values into the performance appraisal system.
- Ensure KPI's have been submitted to all employees and follow up quarterly on progress.
- Review job descriptions in coordination with department heads and ensure they are drafted per division, department and position.
Analytics
- Assist in evaluating all metrics related to employee career path and feedback and document results while aligning with the key internal stakeholders.
- Monitor and follow up on the performance reports and metrics and is responsible on cross functional tasks within the HR department.
Others
- Provide strategic advice and guidance on the performance management framework.
- Champion the automation of this unit.
- Draft policies and procedures related to the functioning of this unit.
Perform other job-related duties.
Position Requirements
- BA in Business, MBA is a plus.
- HR certification is a plus.
- 7 to 10 years of relevant experience
Competencies
- Strong communication and negotiation skills.
- Flexible and adapts to changing environments.
- High focus on customer care.
- Emotionally intelligent.
- Situational managerial skills.
- High drive and results oriented
Additional Requirements
- Fluency in spoken and written English and Arabic
- Fluency in French is an added value.
- Good computer skills and command of Microsoft Office (Excel, Outlook, Word, and Power Point)
