Title

Assistant HR Manager - Talent Management

Reporting to

Head Human Resources Business Partner

Level

Middle Management

Location

Sokhna

Responsibilities, Duties, and Tasks

1. Talent Management

• Lead Talent Management programs according to defined strategy and plan, including the creation and delivery of key deliverables, reports, communications, learning materials, and other support resources
• Administer Talent Management programs aligned with the companys strategy, including the creation and delivery of key reports, communications, and learning materials.
• Develop and maintain the companys Talent Matrix annually, serving as a key contact for Talent Management inquiries.
• Track employees potential and career progression through Talent Management programs.
• Build succession planning strategies and discuss career path options with high-potential employees.
• Conduct regular skills gap analyses to identify development opportunities.
• Provide timely reports on Talent Management progress and initiatives.

2. Learning & Development

• Develop and implement training plans that enhance employee skills and competencies.
• Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers.
• Draw an overall or individualized training and development plan that addresses needs and expectations
• Review evaluations and make assessments of effectiveness of training in terms of employee accomplishments and performance
• Identify Training Needs by Assessing the workforces skills and knowledge gaps in alignment with the companys strategic goals.
• Track Training and Development Progress by monitoring and report on the effectiveness of training initiatives, Evaluate the impact of training on employee performance and business outcomes.
• Stay Up-to-Date and Keep abreast of the latest trends and technologies in training and development also build and maintain relationships within the organizations and with external partners
• Conduct periodic assessments to measure training effectiveness and recommend improvements
• Lead the team to create the induction plan and monitor is implementation for all the new joiners and measure the induction effectiveness

3. Performance Management

• Develop and execute performance management processes, tracking key performance indicators (KPIs) for employees.
• Execute the Performance Improvement Plan (PIP) yearly for the developing and under developing contributors to identify the root cause of the low performance and make the needed action for improvement.
• Create and update organizational charts, ensuring clarity in position responsibilities.
• Implement best practices for employee engagement and career development.
• Conduct job and task analysis to align roles with business objectives.

4. Manpower Planning & Talent Acquisition

• Achieve staffing objectives by recruiting and evaluating job candidates; advising managers; and managing relocations and intern program.
• Improve organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; and emphasizing benefits and perks.
• Establish recruiting requirements by studying organization plans and objectives and meeting with managers to discuss needs.
• Build applicant sources by researching and contacting community services, colleges, employment agencies, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; and maintaining rapport.
• Oversee the full-cycle recruitment process, including resume screening, candidate evaluations, and interviews.
• Conduct structured interviews using various recruiting tools and ability tests to select top talent.
• Ensure compliance with regional sourcing policies in the hiring process.
• Strengthen employer branding and position the company as a Geart place to work.
• Manage internship programs by providing orientation, monitoring job contributions, and coaching interns.
• Provide timely recruitment reports on staffing objectives, organizational changes, and hiring activities.
• Maintain relationships with community services, universities, and employment agencies to build a strong candidate pipeline.
• Develop and update job descriptions and specifications to attract the right talent