Talent Management Manager

Responsibilities:

• Safeguard the future potential needs of the organization in alignment with business managers by managing the career development process.
• Design succession planning through partnering with business managers to identify key people in the company and develop their management and business required skills.
• Identify learning and development needs through appraisal schemes, assessment centers and regular consultation with business managers and HRBP.
• Design and deliver training programs for skill development in conjunction with the business managers and relevant external suppliers, monitor agreed SLA's and quality of outputs.
• Collaborate with the PR Global Director and business managers to foster a culture of engagement through using a range of innovative techniques and tools to support in design, measurement and evaluation of proactive workplace policies and practices that help attract and retain talent with skills and competencies necessary for growth and sustainability.
• Develop employees’ morale & productivity and limit turnover by designing career opportunities plans to enhance employees skills and boost their satisfaction with their jobs & working conditions.
• Design and implement a competency model to create a foundation ensuring the consistency of recruitment standards and talent development processes which leads to greater organizational effectiveness.
• Partnering with business managers to create job descriptions for various positions and develop job designs accordingly to ensure fulfilling the organization’s objectives and employees’ satisfaction.
• Design and conduct development and assessment center programs, in addition to conducting individualized feedback sessions with Assessment Center participants to set personal development plans.
• Support business managers to set measurement standards, targets and KPIs with respect to the performance management process.
• Implement and monitor performance management systems to ensure employee understanding of performance measures, job expectations, clarity of goals and objectives and performance results.
• Plan and create on boarding and induction programs to ensure that new hires experience a smooth on boarding to their roles and get a warm welcome.
• Contribute towards the business as a whole in identifying process improvements, improvements in policies and procedures and any other service innovation changes that would improve the employee experience.

Job Requirements

• Minimum 8 years of HR experience ,3 years of which in a similar HR role; preferable in a relevant industry.
• Bachelor’s degree in business ,human resources, or a related field, additional HR education and certification will be a plus
• Knowledge and understanding of best practice employee engagement theory.
• Familiarity with medium to large sized organizations and matrixed structures.
• Strong knowledge of effective learning and development methods.
• Knowledge and understanding of people management theories/ principles and ability to coach others around best practices.
• Proficient in MS Office; knowledge of HRMS is a plus
• Customer and results oriented individual holding “a can-do attitude”
• High sense of ownership, flexibility, proactivity and adaptive to change.
• Outstanding organizational and planning abilities
• Excellent communication and influencing skills with the ability to build rapport at all levels
• Strong attention to detail and problem-solving skills.