Talent Development Manager (Emiratisation)

Job Purpose:

To lead, create, manage, and execute the Talent Development and management strategy for the organization to support the staff processes and initiatives which includes performance Management, leadership and line manager development programs, technical and nontechnical training, succession, and career planning, coaching, and mentoring to meet the current and future business talent requirements.

Management

Drive the effective implementation of Talent Management programs/activities to ensure the service delivery is consistent and in line with agreed standards.

Ensure succession planning programs and skills inventory for all positions are managed accurately to provide an adequate pool of qualified candidates to fill open positions in a timely manner.

Reinforce the performance culture and actively manage section performance to meet or exceed all performance objectives.

Develop team members to ensure business sustainability.

Act as a consultant to ER Team for all and development activities.

Policies, Processes and Procedures

Suggest and advice to the organization Design team regarding Talent Development, business processes and operating procedures and support in the implementation process.

Support the Organization design team in the process optimization and automation of the sectional activities.

Performance Management and Monitoring.

Lead, design, develop and implement the organizations Performance management programme and closely work with Business Management team to establish a clear performance goal or KPIs for each role.

Educate the line mangers in setting the objective based KPI's for their respective team.

Ensure the periodic performance appraisal programmes are conducted with complete transparency and without any conflict of interest.

Monitor and analyze objectives and performance trends in line with corporate objectives and provide the management and users with all the information and analysis that can be extracted. Use the information extracted to recommend organizational improvements.

Development Needs Assessment

Lead the identification of development needs across the organization to enable the design, development and selection of courses and development programs to meet the business needs.

Support in the design and implementation of assessment and talent centers either through internal resources or external service providers.

Plan and coordinate the use of assessment and talent centers to effectively measure and report on colleague development, performance, and capability.

Provide feedback and guidance to colleagues on assessment results and career growth and development.

Development Programs

Oversee the design, development and selection of courses and development programs to meet the identified development needs.

Identify development resources or service providers, to ensure development programs can be effectively delivered with optimal cost.

Guide the Development and Induction programs in technical and non-technical areas in line with the development needs.

Research and manage programs to identify leadership talent in the organization and then drive their continual development to maintain a high caliber of Leadership.

Manage the Summer Intern training programme.

Career and Succession Planning

Design, develop and implement company-wide career and succession plans for identification of critical positions and to identify qualified and talented individuals, through planned career development to ensure leadership continuity, retention of critical staff and building future leaders from within the business.

Provide status updates on Career Planning and Succession Planning and facilitate progression.

Maintain a record of Career Development initiatives required in line with organizations Succession Plan.

Advise business in Talent Review discussions, identify hi-potential pool for the business and develop a succession pool for the identified critical roles.

Evaluation and Review of Development

Evaluate the effectiveness of courses and development programs to determine whether they have met program objectives and accordingly modify the approach to enhance training effectiveness.

Establish and maintain strong relationships with the business heads to remain aware of their changing talent requirements and develop talent plans and identification of development needs to form the basis for developing corporate development programs to meet specific job & technical requirements.

Ensure the Technical Skills Matrix updated and shared every Quarter with respective stakeholder.

Individual Development Plans

Study the Personal Development Plans (PDP's) for individuals to inform identification of development needs and ensure alignment with career plans.

Develop and implement career path and development plans for UAE Nationals to promote their retention through defined career growth opportunities as part of Ducab's Emiratization Strategy and Succession Plan

Provide coaching to first line managers and key talents to support performance improvement and career development

Development Records

Develop and maintain a record of organizations top talent through the Performance Management System.

Ensure the SAP HRMS system is updated with development data for all development programs delivered, participants, service providers, etc. to serve as a planning reference for future development programs.

Team based Continuous Improvement

Ensure implementation of relevant team based continuous improvement processes at shop floor and white-collar levels.

Ensure company-wide team-based programs follow the defined calendar of meetings, presentations, implementation, review, and conclusion.

Research latest development in talent management, leadership and career development areas and serve as a subject matter expert for the organization.

Knowledge Management

Track and ensure use of the latest development materials, development aids and audio-visual equipment to optimize Company development programs

Lead the Development Manuals and Task Books.

Track and effectively communicate trainings offered to employees, and addition of development content into the central knowledge repository (material, handouts, hardcopies, softcopies etc.), ensuring easy access for all employees

HR Balanced Scorecard

Monitor and report on implementation of the corporate and department Balanced Scorecard across the HR Department.

Support the HR team in identifying, reviewing, and formalizing internal process improvements in support of Balanced Scorecard objectives.

KNOWLEDGE AND QUALIFICATIONS

Essential: Graduate in Human Resource Management or associated field with knowledge of Talent Development methodologies. Preferably certified from a professional body in Training and Development e.g., ASTD or CIPD.

Desirable: Certified Trainer, Training in Psychometrics and/or other selection tools

Job Skills: Talent Developmentmanagement skills, succession planning, coaching, talent development, planning and organizing skills. Recruitment skills, excellent communication and negotiation skills, good judgement

Behavioural Competencies: Leadership, strategic thinking, integrity, professionalism, passion for excellence, change management Orientation, Strategic thinking, transparency, integrity, professionalism, caring & supportive style

Experience: 10 to 12 years of professional experience in Human Resource Management with at least 5 years in a similar management role in Talent Development. Experience in management of design in assessment centers.