Senior Manager - Talent Management and Leadership Development

Job Description

Senior Manager - Talent Management and Leadership Development | Group HROverview of the roleThe Senior Manager Talent Management and Leadership Development (L&D) is responsible to provide professional expertise and support in the design, development and implementation of the talent management processes and L&D. The incumbent will implement the learning and organizational development roadmap at the corporate level. He / She will cover all aspects of learning and development and build capability across the organization including process management and administration. The role holder will work very closely with the corporate functions Heads and the HRBPs business Heads and the Group Talent COE.ÿWhat you will do

• Support and implement the Talent Development Strategy to review the pipeline of potential talents.
• Coordinate divisional wide annual and periodical talent identification exercise with all HRBPs. Implement TR rigor and Quality of reviews.
• Competency modal, aligned with IDP and Goals and Objectives.
• Support high impact actions to increase the development and retention of all leadership talent, including nationals.
• Conducts and presents post-talent review analysis
• Responsible for creating and maintaining divisional talent mapping and succession for critical positions in line with CEO works methodology
• Work closely with HRBP for all functions to design career path for all niche and critical roles.
• Conduct assessment centres for talent validation and succession planning.
• Leadership Development/ Learning and development
• Develop Competency Frameworks
• Design, create and deliver learning content.
• Apply the 70/20/10 model to enhance leadership capability across the organization, including action learning, coaching, mentoring, eLearning, and peer to peer learning.
• Create and implement the short- and long-term strategy and individual strategies for each market that strongly supports the leadership & coaching performance targets
• Evaluate & maintain leadership & technical competency models that facilitate assessment of these and yield gap analysis
• Create and implement the short- and long-term strategy and individual strategies for each function that strongly supports the leadership & coaching performance targets
• Build relationships with key principal partners to optimise their support, access existing resources and ensure effective implementation and cost-efficient supply of leadership and coaching products and services.
• Provided detailed reporting & feedback mechanisms
• Promote culture of coaching and feedback through learning and development.
• Emirati continuous development plan:
• Design strategic development plan for Emirati National
• Succession plan for critical roles
• In collaboration with HRBPs and other stakeholders, drive the cultural and employee engagement surveys paired with the development of action plans to be cascaded down to countries and functions.
• Manage the annual Engagement activities across the functions including the annual survey and periodical pulse surveys.
• Liaise with Group Engagement Lead on group wide engagement activities
• Provide annual and periodic analysis and reports on engagement scores, activities, and impact planning updates.
• Ensure best practices are shared across the division

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