Specialist, Talent Development

JOB PURPOSE:

Provide expert advice on talent management and succession planning strategies, plans and frameworks. Establish and maintain company’s centralized database for talent management and succession planning framework.  Provide the strategic focus for succession planning in ADNOC Drilling and build an effective network to support the work of UAE intake, Recruitment and Training functions to achieve intended results.  Assist in designing and managing the succession planning process and knowledge of performance and assessment techniques.  Analyse key jobs, future jobs and critical success factors. Assist with the compilation of the company’s succession plan. Assist and advise on the design of accelerated development programmes to fast track employees.

KEY ACCOUNTABILITIES:

Job Specific Accountabilities

• Assists the department head to establish a succession planning model/ process for ADNOC Drilling that will allow the easy tracking of potential successors.
• Ensures succession planning activities support the corporate objectives including Emiratization.
• Develops an annual succession plan which is agreed by the Executive Management Team.
• Produces management reports that will identify strategic interventions in the Recruitment, Manpower and Training Functions.
• Utilizes a range of assessment approaches to provide accurate, up to date data on which succession decisions can be based.
• Facilitate succession panel members to ensure that the succession data is utilized effectively and objectively to support decision on promotion and development.
• Regularly updates the company succession plan to account for internal moves, resignations and new recruits.
• Maintains the NDC succession planning policy and procedures ensuring they are up to date, objective and reflect best practices and compliant and aligned with the ADNOC Group of Companies minimum standards and practices for succession planning.
• Promotes the succession planning model within ADNOC Drilling to ensure staff is aware of the succession process and have confidence in it.
• Supports job selection panels in the identification of appropriate candidates for promotion utilizing succession planning data.
• Liaises with Recruitment and L&D to advise on skill shortage areas and development opportunities.
• Advises management on suitable assessment tools and mechanisms to identify successors; i.e. interests, preferences, motivational determinants, 360 degree instruments; assessment centres (development centres).
• Utilizes a succession planning software solution that will provide timely, accurate data to support the reporting and decision making processes.
• Evaluates the succession process and make recommendations to improve the way it operates in line with industry best practices.
• Analyses the various assessment options that exist for nominating and identifying high potential candidates.
• Sets up and executes effective succession planning review meetings, in liaison with the department heads.
• Works across Group Companies to benchmark best practices related to Retention, Talent Management, and performance improvement.
• Works closely with the department head in researching best internal & external development opportunities for employees as part of the retention drive.
• Works closely with management and the department head to ensure that there is effective pipeline development, manpower, succession and talent planning and using this to leverage opportunities and address challenges.
• Works towards reducing the number of management vacancies through internal talent planning.
• Liaises with the Learning and Development unit to ensure that L&D is delivered and monitored for improved business performance, and that all key management roles have the skills required to perform effectively within their roles.
• Proposes different scenarios of career development to ensure a pool of future leadership candidates through programmes such as Management Trainee schemes.
• Helps develop and implement a plan to link high potential employees identified through the succession planning tool to a career development action plan to help drive succession planning and diversity results through the company.
• Researches with department head, on staff retention surveys to monitor retention mechanisms and utilize results to optimize the company’s retention drive.
• Comply with all UAE, ADNOC, ADNOC Drilling and client Asset Integrity Management codes of practice.

Minimum Qualification

• Bachelor Degree in Human Resources Management, Business Administration or any related field.

Minimum Experience & Knowledge & Skills

• 8 years’ experience in HR – learning & manpower development area, preferably in Oil & Gas and Petrochemical companies, out of which at least 3 years of them in Supervisory/Advisor level.
• Experience in planning and analysis of training and development needs; administering psychometric assessments instruments and techniques and interpreting results.
• Must have expert knowledge in the area of succession planning & talent management strategies and tools.
• Excellent presentation and report writing skills.
• Fluency in verbal and written English language.
• Must be computer literate, with adequate knowledge in MS Office packages.