Senior Specialist, Succession Planning & Mobility

About The Job

The jobholder is responsible to review, study and participate in the design, development, establishment and implementation of an effective and robust succession planning, mobility, competency assurance, strategy, framework, system and process to meet company's future business requirements and support company Talent Management system aligned to other Human Capital processes across the organization.

Minimum Requirements

• Bachelor Degree in Business Course /HR Management or equivalent qualification
• At least 8 years of experience in human resource development.
• At least 5 years in similar position with demonstrated experience in Human Capital, developing talent pool and talent management in oil & gas industry will be an advantage.
• Hands on experience in the use of ERP systems such as SAP, etc.
• Excellent communication and presentation skills
• Strong analytical skills.
• Preferred to be certified in internationally recognized HR Professional Certification such as CIPD, SHRM, SPHR, ICF, etc.

Key Accountabilities

Succession Planning Strategies, Processes and Procedures

• Study, analyse, advise and participate in the design and development of Company succession planning program, its processes and procedures aligned to the Talent Management system to support company to develop a roadmap for the future.
  
  

Identification of critical roles and potential candidates

• Analyse and participate in preparing proposed criteria for identifying candidates to meet long term and short-term replacement requirements.
• Coordinate with concerned divisions to identify potential key roles / jobs to determine the need of successors and to identify current incumbents in key positions.
• Coordinate and participate in the assessment of skills and experience required for critical positions and highlight risk areas when there is no potential succession candidate to take appropriate actions.
  
  

Monitoring and Advisory

• Monitoring the progress of company-wide succession program management to report effectiveness and provide suggestions for improvement.
• Advise and respond to queries of line management and employees on success planning policies, procedures and guidelines to facilitate effective implementation and to meet the objectives in line with business requirement.
• Liaise with other staff in Human Capital to align and link succession plans with other Human Capital initiatives like retention / sourcing strategies.
  
  

Supervision

• Plan, supervise and coordinate all activities in the assigned area to meet functional objectives.
• Train and develop the assigned staff on relevant skills to enable them to become proficient on the job and deliver the respective section objectives.
  
  

Budgets

• Provide input for preparation of the Section / Department budgets, assist in the implementation of the approved Budget, and work plans to deliver Section objectives.
• Investigate and highlight any significant variances to support effective performance and cost control
  
  

Performance Management

• Contribute to the achievement of the approved Performance Objectives for the Section / Department in line with the Company Performance framework.
  
  

Innovation and Continuous Improvement

• Design and implement new tools and techniques to improve the quality and efficiency of operational processes.
• Identify improvements in internal processes against best practices in pursuit of greater efficiency in line with ISO standards in order to define intelligent solutions for issues confronting the function.
  
  

Reports

• Provide inputs to prepare Section MIS and progress reports for Company Management.