Talent Management Manager

About the role

The Talent Management Manager will report to the Associate Director, Talent and will be responsible for driving the development and execution of the company's talent management strategy, focusing on identifying, retaining, developing, and engaging top talent. This role will collaborate closely with senior leadership and Talent teams to ensure talent programmes and systems align with business objectives, organisational culture, and global best practices. The Talent Management Manager will oversee key areas such as performance management, leadership development, succession planning, and employee engagement, ultimately contributing to the company's growth and success. This role presents an exciting opportunity to shape the future of Talent Management within Pace. If you are passionate about Talent Management and enjoy working in a dynamic environment, we encourage you to apply.

Responsibilities

Talent Management Strategy & Execution:

• Develop and implement comprehensive talent management strategies that align with organisational objectives and drive business performance.
• Lead initiatives to identify and retain high-potential talent, ensuring talent pipelines are robust and aligned with future business needs.
• Drive the execution of leadership and learning development programmes, ensuring they align with the company’s leadership competencies and strategic goals.
• Collaborate with senior leadership to identify talent gaps and provide solutions for workforce planning and talent acquisition strategies.

Performance Management & Employee Engagement:

• Design and implement performance management frameworks that support organisational objectives and foster continuous development.
• Ensure the regular performance review processes are executed effectively across the organisation, identifying opportunities for improvement.
• Develop and roll out programmes that enhance employee engagement, foster a culture of trust and transparency, and support overall employee satisfaction and retention.
• Collaborate with Talent colleagues to measure and track talent management programmes effectiveness, utilising data and analytics to inform continuous improvement efforts.

Leadership Development & Succession Planning:

• Lead succession planning and talent mapping initiatives, ensuring there is a clear pipeline of high-potential employees ready to step into key leadership roles.
• Implement leadership development programmes aimed at strengthening the leadership pipeline, including coaching, mentoring, and training opportunities.
• Partner with senior leaders to ensure leadership competencies are aligned with organisational goals, driving performance, and culture.

Learning & Development:

• Lead the Learning and Development team to create targeted programmes aimed at closing skill gaps and enhancing employee capabilities.
• Ensure that development programmes are designed to meet the evolving needs of the business while also fostering individual growth and career progression.

Talent Analytics & Reporting:

• Leverage data to provide insights and recommendations on talent trends, performance metrics, and other relevant data points that inform talent strategy decisions.
• Prepare and present regular reports on talent management initiatives to senior leadership, ensuring transparency and alignment with company goals.

Cross-Functional Collaboration:

• Partner with HR Business Partners, Talent Acquisition, and Talent Operations teams to ensure integrated, consistent, and high-impact talent practices across the company.
• Work closely with senior leaders across departments to align talent management strategies with business priorities and to ensure that talent initiatives support organisational goals.

Employment Law & Compliance:

• Ensure compliance with relevant labour laws and regulations in Bahrain, Kuwait and Saudi Arabia, providing guidance on legal implications related to talent management activities.
• Collaborate with Finance, IT and other Pace teams to ensure that talent practices, including compensation and succession planning, are fully compliant with local regulations.

Required Experience

• At least 10 years of experience in Talent Management or Human Resources, with a focus on talent development, leadership development, performance management, and employee engagement.
• Experience in organisational design, development and change management is required.
• Previous experience working in the GCC region, with an understanding of local labour laws.
• Proven track record of developing and executing successful talent strategies and programmes that align with business goals.
• Experience working with senior leadership teams and influencing organisational decision-making.

Education & Certifications

• Education: Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field.
• A Master’s degree or relevant certifications e.g., SHRM-SCP, CIPD Level 7, AIHR is required.