Talent Development Manager

Job Description

Background/IRC Summary: ?The Syria crisis is often described as the worst humanitarian catastrophe since the end of the Cold War. Today, 13.4 million people in Syria - more than half of the countrys population - are in need of humanitarian assistance with needs increasingly being exacerbated by economic decline. Of these, 6.8 million are refugees and asylum-seekers who have fled the country. This is no short-term humanitarian episode. The devastating human consequences to huge numbers of people will endure for decades. The destruction of relationships, communities, livelihoods, homes and infrastructure will take years to repair.IRC is offering a robust humanitarian response to the Syria crisis a rapidly expanding portfolio, supported by more than 1000+ staff in Syria Country Program. IRC is undertaking programs in Syria and the neighboring countries of Turkey, Iraq, Lebanon and Jordan in the fields of health, child protection, early childhood development, education, women?s protection and empowerment, non-food items and food distribution, cash assistance, water and sanitation, protection and rule of law, and livelihood programming. Our work in these challenging settings gives rise to some of the most pressing issues facing contemporary humanitarian action, including questions of access, security, funding and coordination.Job Overview/Summary:Under the leadership and direction of HR Director of Syria Country Program, this position is responsible for identifying and developing talent acquisition and development strategies, tools and processes aimed at identifying national talent with people management and leadership skills to support them to attain more senior roles within the organization. This includes designing and maintaining effective programs for retention, promotion and succession planning with a special focus on talent assessment, coaching, individual employee development planning, and competency identification to develop leaders to meet the current and future business needs of the IRC Syria.Talent Development Manager will also develop and support wide organizational strategies that will increase the quality and impact of IRC Syria Country Program through the development of?Learning and Development initiatives by overseeing the integrated delivery of a core set of services and solutions to Syria Country Program Staff through talent development and management, people and leadership development, drafting learning strategies, innovation and capacity development,?and knowledge management and learning platforms.Responsibilities: Talent Review and Assessment

• Provide professional expertise on and lead the design, development and implementation of the talent review process required to achieve desired business goals that results in the creation of an internal bench of top talent.
• Collect, analyze and maintain data gathered to inform targeted leadership development (e.g. succession planning).
• Participate in HR organizational strategic planning and provide leadership for Performance Management and Talent Management policy development.
• Research and assist in the development of performance management training programs that focus on enabling the workforce to improve on identified learning and/or performance gaps.
• Develop effective relationships within the organization, particularly the Talent Management team, to be able to contribute to the review of the recruitment process.
• Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning.
• Ensure that organization-wide talent management and performance management initiatives are focused and aligned on improving operational and program quality, efficiencies and effectiveness.

?Management Skills Training

• Develop tools and processes that will ensure continuous enhancement of knowledge and capability of key talent in communication, planning, organizing, leading and overall management, including project cycle management.?
• Develop tools and conduct individual management, career and talent assessments with an aim of creating a talent pipeline for IRC?s critical roles.?
• Provide coaching and support to key IRC leaders in the creation of robust development plans that meet succession and development needs.
• Ensure proper implementation and rigorous follow up for IRC global talent development initiatives with a special focus on Compass and Navigator.

?Succession Planning?

• Develop and administer an objective succession planning process which focuses on building staff capacity to meet current and future business needs.
• Engage key internal stakeholders in identification of mission critical roles, current potential successors and development of a succession plan.
• Build a data base of IRC Syria?s internal talent pipeline to meet short and long term organization needs
• Serve as a resource to recruiting and other departments in the identification of external and internal candidates for critical roles.?

?Training and Development?

• Conduct training needs assessment, identify and implement interventions to address key skills gaps.?
• Develop a database of professional training institutions capable of providing trainings tailored to IRC staff needs.
• Identify and develop individual learning initiatives that cost effectively focus employee development towards achievement of both business and personal career goals.?
• Develop tools that will enable monitoring of individual progress towards achievement of desired skills and competencies
• Work with the HR Director to review current learning and development procedures to enhance effectiveness and ensure they are fit for purpose.
• Conduct relevant presentations and training sessions to staff and supervisors whenever necessary
• Oversee L&D Country Program Budget, Track and Negotiate Offers

?Performance Management

• Provide technical support to line managers to implement IRC Performance Management system.
• Design and deliver customized training programs and tools for line managers and staff on effective performance management.
• Facilitate and conduct training for line managers on coaching for performance.
• Collate, analyze and share with HR Director an end of year appraisal report.

Onboarding ?

• Plan and organize orientation sessions for national and international employees.
• As needed, review and prepare an onboarding package.
• Serve as a consultant to new employees, recommending and implementing modifications and enhancements to the onboarding process.
• Develop a procedure for new hires to follow in order to assist them learn and acclimatize to their new job and environment.
• Manage the 90-day action plan for new hires in collaboration with direct supervisors.
• Hold monthly check-in meetings with new hires for the first three months to ensure adequate is provided
• In collaboration with HR business partners, lead monthly orientation sessions in all Syria Country Program locations.
• As the IRC Way, everyday lead ambassador, train selected ambassadors, and conduct training sessions in partnership with Gender champions and women in the work group.

Staff Performance Management, Learning & Development

• Hire, supervise, and build the capacity of team members in relevant technical and management competencies.
• Develop and implement remote management capacity building approaches to build the strengths of various teams in Syria.
• Coach, train, supervise and mentor direct-report staff, including communicating clear expectations, setting annual performance objectives, providing regular and timely positive and constructive performance feedback, and providing documented semi-annual performance reviews.
• Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• Approve and manage time, attendance and leave requests to ensure adequate departmental coverage; ensure monthly, accurate timesheet submission and carry out probationary reviews.
• Hold high-quality meetings with each direct report on a regular and predictable basis, minimally on a monthly basis.
• Provide a measurable development plan including on-the-job learning with the aim of strengthening technical capacity, exchanging knowledge within the team and providing guidance on career paths.
• Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• Promote and monitor staff care and well-being. Model healthy work-life balance practices. Support appropriate interventions in response to identified staff care needs of both national and international staff.
• Look for opportunities to support staff in their career growth, where appropriate. As part of a succession plan and nationalization goals, identify, train and develop the capability and capacity of national staff to successfully transition roles and responsibilities, by the end of the assignment.

Keyskills :