Responsible for developing and implementing strategies and initiatives to support the company's organizational development efforts. Drive change management and leadership development initiatives. Collaborates closely with key stakeholders across departments to identify opportunities for improvement, develop tailored solutions, and implement change initiatives.
1 - Talent Management
A – job Competencies:
- Building a Competency Framework, defining core, functional, and leadership competencies for all roles, integrating it into recruitment, training, and performance management processes.
- Establish an assessment center and assess candidates, promotions, leadership development.
- Assesses both technical abilities and soft skills.
B - Performance Management System:
- Support and implement a structured performance management framework to align with company structure.
- Responsible for reviewing and setting all departments yearly KPIs.
- Develop and update internal HR policies and procedures to support the business strategy and practices.
- Ensure all the departments ‘organization charts are updated and reflect any changes that occurred such as (New Hires, Promotions, Transfers, rotations, and Resignations) and shares with the concerned department managers.
- Ensure all the departments’ job profiles are updated.
- Responsible for aligning the yearly HR department objectives with the HR team to achieve the organizational goals.
- Develop methods to improve the Internal HR system, processes, and practices, and recommend changes to management.
- Work closely with the People Partner to ensure successful implementation within different teams
- Align KPIs and performance metrics with business goals.
- Support a culture of continuous feedback and performance growth.
2- Learning & Development (L&D):
- Develop L&D initiatives once the performance management framework is established.
- Identify skill gaps and create career development pathways.
3 - Talent Programs:
- Build and launch high-potential programs, leadership development, and succession planning.
4 - Culture & Employee Engagement:
- Collaborate with the People Partner on pulse surveys, employee feedback programs, and engagement strategies.
Ensure talent strategies contribute to a positive and high-performance work culture.
Qualifications:Bachelor's degree in Human Resources, Business Administration, or a related field.+ 5 years of experience in Talent Management.Psychometric Testing Certification is must.Assessment Center Practitioner Certificate is must.CBI Certifies is must.Proven experience in designing and implementing Competency Framework.Proven experience in designing and implementing performance management systems.Experience with HR analytics and workforce planning is a PlusAbility to work strategically and collaboratively across departments to meet organizational goals.Key Skills & Competencies:Strategic Thinking - Ability to design and drive talent programs that align with business objectives.Stakeholder Management - Strong collaboration with the People Partner and business leaders.Data-Driven Decision Making - Use insights to improve hiring, performance management, and engagement.Coaching & Leadership - Ability to guide and support managers in talent practices.Agility & Problem-Solving - Comfortable in a fast-paced, evolving environment.