Talent Management and Development Section Head

Job Summary

This position is responsible for overseeing the Talent Management and Development activities across the organization to design and implement interventions that align with business strategies and enhance performance. Responsibilities include managing key talents, reallocating resources to meet organizational objectives, and supervising learning and performance functions. The position also handles performance management, training needs assessment, and developmental activities. Additionally, it is responsible for talent acquisition, onboarding, orientation, succession planning, and employee engagement initiatives. Collaboration with HR, department heads, and other stakeholders is crucial to attracting, retaining, and developing top talent while fostering a positive and inclusive work environment.

Job Duties

Talent Management:

o Lead the development and execution of comprehensive talent management programs aligned with business objectives. This includes assisting leaders in designing organizational structures, managing change initiatives, and fostering talent development, succession planning, and retention.

o Partner with the HR team on strategic projects to ensure talent, learning, and organizational development processes and systems are optimized to support business goals.

o Develop and implement talent identification tools and assessments to identify high-potential employees and match them with suitable roles.

o Design and execute effective programs to retain top talent, promote from within, and ensure a robust succession pipeline.

o Analyze staffing gaps and recommend workforce adjustments to optimize resource utilization and employee skillsets.

o Develop and maintain comprehensive job descriptions for all company positions to ensure clarity and attract qualified candidates.

o Create and manage the annual workforce plan to ensure alignment with business needs and monitor performance against metrics.

o Design and implement an organizational structure that reflects current and future staffing needs, Propose Structural changes that will result in optimal use of resources across the company to ensure maximum utilization of staff skills and abilities.

o Take charge in designing and facilitating the Performance Management, Individual Career Development.

o Master the database of talent management/succession planning to cooperate with Training/ Coaching plan, with HR Manager and Talent Acquisition for internal career opportunities.

Learning & Development:

· Oversee the learning & development function to cultivate employee talent and provide effective learning opportunities that drive performance improvements (productivity, efficiency, creativity).

· Create and maintain a comprehensive learning plan for the organization, aligned with current and future business and employee needs.

· Conduct training needs assessments (TNAs) in collaboration with department heads to develop targeted training programs.

· Design and manage key programs for leadership development, management development, and professional advancement (certifications, continuing education).

· Implement a holistic career development framework that connects performance, rewards, and development opportunities

· Manage the process of creating and implementing individual career development plans for all employees.

· Select and collaborate with external training providers for specialized courses.

· Manage and streamline the training registration and enrollment process for all departments.

· Stay current on emerging learning delivery methods (e.g., eLearning, mobile learning, gamification) and explore their application in training programs.

· Develop and implement a training/coaching model aligned with business and employee strategies to ensure employee development is effective and measurable.

· Research and propose innovative technologies and methodologies to enhance workplace learning.

· Conduct post-training evaluations to assess the effectiveness of learning programs.

· Meet SLAs related to the training registration and enrolment process for all departments.

Performance Management:

· Manage and implement the annual performance management system, including objective setting, KPI development, and performance appraisal processes.

· Implement the KPI system according to the performance targets.

· Review and maintain performance appraisal reports and calibration methods.

· Analyze performance data and generate reports to identify trends and opportunities for improvement.

· Monitor and follow up on Performance Improvement Plans (PIPs) and ensure implementation of action plans.

Organizational Development:

· Develop and implement organizational development initiatives based on established methodologies to improve overall organizational effectiveness.

· Analyze the cost-effectiveness of learning and development programs and ensure return on investment.

· Partner with business leaders to identify performance obstacles and recommend strategies to improve performance.