Talent Development Specialist

Job Purpose:

To assist Manager Talent Acquisition & Development of Juma Al Majid Group in the design and implementation of the learning, succession, and career planning programs, frameworks, and policies including training planning and administration, high potential identification, leadership development & trainee/internship programs, competency mapping and gap analysis, career management & succession planning in alignment with HR strategy and business objectives; in order to ensure a talent pool readiness that meets the business needs when required.

Principal Accountabilities

1. Advise on and participate in the design of strategies for career management including career paths to better define the most suitable job progression for specific roles, taking into full account the career aspirations of the individual and the needs of the Organization
2. Support Manager Talent Acquisition & Development in driving the Organizational Talent Review process.
3. Act as a change catalyst in the cultural and organizational transformation.
4. Create clear career path for the employees across all levels, to ensure proper utilization of resources across the group.
5. Partner with business units to do the training need analysis and develop training programs along with other organizational and leadership development interventions.
6. Monitor and conduct learning & development reviews with each business unit.
7. Prepare annual training plans and training calendar for the group.
8. Build talent pools for critical roles and identify/replenish gaps in the pipeline.
9. Liaise with the Development, Recruitment, Performance Management, Total Rewards and Recognition units to implement a range of creative development solutions that support the business priorities.
10. Lead the coordination with line managers and business units to identify potential key roles/jobs and ensure the availability of successors (internal/ external) when needed.
11. Support the execution and monitoring of the group succession planning processes and programs, including monitoring of Talent Review meetings and tracking of the succession pipelines and their readiness.
12. Design the right assessment tools and development plans to fill the gaps identified and report risk areas, if any, to line managers.
13. Support assessment and development for internal candidates and is involved in interviews/assessment of external candidates as needed.
14. Review periodically and monitor the progress of organization-wide succession and career planning development programs, and recommend program adjustment, when needed.
15. Coordinate with relevant departments to identify major business unit changes/challenges impacting talent.
16. Utilize inputs from different Business Units in maintaining relevant forecasts, status reports and management decisions relating to succession planning and career management.
17. Collaborate closely with the Recruitment function to ensure smooth talent flow and a high-quality internal recruitment process of the future.
18. Build and leverage long-term and sustainable partnerships with universities to enhance alignment with recruitment strategy and assist with external recruitment when needed.
19. Support the Talent Acquisition and Talent Management initiatives and programs when needed and monitor proper follow-up and continuous improvement to ensure meeting the deadlines.
20. Lead the Training Need Analysis for the group and design a comprehensive Capability Development Calendar.
21. Plans develops, organizes, and implements a comprehensive development and training plan including functional skills and technical knowledge training.
22. Support in designing and developing curricula, which could include any workshops, audio-visual aids, handbooks, and/or written on-line documentation, to meet specific training needs.
23. Design and deliver stand-up training on generic or technical topics to targeted personnel.
24. Provide coaching and mentoring when needed.

Requirements

Minimum Requirements

• Hold a bachelor’s degree in Human Resources Management, Business Administration, or other related disciplines. CIPD qualification would be a plus.
• A certification or training in learning design and implementation will be an added advantage.
• Have 8 years of HR experience of which 4-5 years in Talent Development (training need & competency gap analysis, talent assessment, succession & career planning, leadership development, organization design).
• Have a minimum of Six (6) years of relevant practical working experience in progressive positions, preferably in an international organization with matrix setup.
• Hands-on expertise in learning & development, succession planning and career management processes.
• Ability to adapt to a fast-paced, time-sensitive environment, and to complete tasks independently with minimal supervision.
• Ability to communicate effectively, build partnerships and influence at all levels of the organization, including senior management, by providing appropriate and tailored information in a timely manner.
• A high sense of initiative, enthusiasm and good team spirit, good organizational and interpersonal skills.
• Attention to detail and strong aesthetics with excellent analytical skills for comprehending and analyzing large databases to extract meaningful trends.