Senior Talent Management Specialist

Talent Management

• Design, develop and implement Talent Management for all Enterprise employees to ensure that acquisition of required competencies across all levels.
• Train and advice concerned employees on how to prepare individual development plans in order to obtain a structured plan for employee’s development and meet the Talent Development / Training requirements.
• Provide input to leadership development program for the identified employees as successors in order to improve leadership within.
• Implement Performance Improvement Plan for underperforming employees to ensure development and improvements in areas that are needed.
• Support in the preparation of required development plans including, Performance Improvement Plans, Enhanced Development Plans and Individual Development Plans, as applicable.

Succession Planning

• Develop and continuously review the implementation of Talent Reviews, succession planning and Development Plans to ensure the identification of the positions for the successors.
• Facilitates Talent review sessions in order to identify high potential employees within the Enterprise.
• Ensure to document the Talent Review and Succession planning outputs to serve as a reference point for future talent discussion.
• Monitor and assess development progress of successors to keep track of their progress based on the outcome of the ongoing succession plans. Act as the first point of contact for clarifying and answering Executive team, managers, direct supervisors, and employees' questions regarding High Potential employee and Development plans

Talent Assessment

• Manages the Enterprise Talent Assessment Strategy for talent selection and development.
• Liaise with the external assessment center for the assessment and testing. 
• Oversees Talent Assessment administration and scheduling
• Provides report or update to requestor and communicate assessment results.
• Provide report feedback session to the candidate/employee

Competency Management

• Set out instructions and guidance on the identification, collection and formatting of competency framework to the business in order to collect feedback to update and implement the framework.
• Submit finalized documents including all amendments and additions through the Document Control process.
• Collect, collate, and analyze technical capability analysis data in order to identify Enterprise competencies gaps and use the same as an input to training plans.

Performance Management

• Study and analyze the performance appraisal (PA) reports with direct supervisors in order to identify areas of development, addressing the training needs and monitoring the progress of the individual for a performance improvement plan.
• Support Line Managers on setting SMART goals and the use of assessment tools, including but not limited to self assessments, 360 degree feedback, 9 Box Grid Box, in the mid-year review and year-end review to ensure the employees have clear and measurable targets against which line managers can easily assess their performance.
• Support in managing the PA Appeal Process, panels in accordance with established policies and procedures.
• Develop PA satisfaction surveys, present results to senior management and make recommendations about areas needing improvement.
• Act as a facilitator during all performance review implementation phases to ensure accurate and effective execution.
• Initiate the performance review process including setting objective phase, mid-year review, year-end review, preparing guidelines for ratings distribution as well as facilitating normalization process and performance appeal process to ensure Performance Management implementation. Monitor the performance review process and recommend areas for improvement to enhance the Performance Management process.
• Develop overall ratings distributions and reports on trends
• Provide training and conduct workshops to the executive team, managers, direct supervisor, and employees on the performance reviews to ensure common knowledge and understanding of performance management process.
• Provide managers with regular training on how to give feedback as well as on how to coach and develop their employees to ensure common knowledge and understanding of performance management process.