The incumbent is primarily responsible for the design and implementation of various Talent Management initiatives in line with the Group's business and growth strategies.
The incumbent drives and leads design & effective deployment of strategies, processes, systems and tools related to Talent Management (TM), Leadership Development & Succession Planning, Assessment & Development Centers (ACDCs), Career Planning and Development.
Leads designing and drives various TM & OD initiatives based on the Group's staff development and leadership strategy.
Spearheads design, development & delivery of TM initiatives that contribute to attraction, development & retention of talented employees/ managerial personnel, and thereby facilitate the achievement of shareholder/ financial objectives.
Leads Top Talent Leadership & Management Development programs in partnership with Senior Manager L&D and the Executive Management Team.
Enables Group employees to develop/ enhance their capabilities through TM initiatives and take higher & complex responsibilities in the future
Develops, implements, and manages large scale Group QNB-wide strategic Talent Management initiatives across multiple areas of Talent Management.
Drives Group QNB wide Talent Management and Succession Planning process. Develops and leads comprehensive change management methodology in TM and communication processes across Group QNB.
Works with AGM COE to spearhead Group QNB's strategic Talent Management Initiatives such as competency framework/assessments, ACDCs, leadership & management development, succession planning & Talent Reviews, TNA, Individual Development Plans (IDPs), career development etc.
Refines & streamlines succession and talent management processes to efficiently and effectively integrate talent management as a business process led by business leaders and supported by CoE/GHCD.
Assists AGM COE in Group Culture and Organizational Effectiveness initiatives e.g. enhancements in Performance Management framework, Employee Engagement Surveys & other interventions, and provides recommendations to bring improvements in people motivation and their contributions to Group QNB success.
Leads proficient development, management and consultation to business leaders on all phases of talent management such as succession management, assessment, talent pipelines, selection processes, coaching & mentorship program etc.
Develops and institutionalizes an organization-wide assessment strategy to identify high potential individuals and IDPs addressing leadership/managerial competency gaps and preparing them for senior roles as part of systematic succession planning.
Works closely with business leaders to determine competency gaps and identify strategies/tools to close gaps. Consults with division/department leadership to identify, diagnose, and problem solve organizational effectiveness problems and solutions in partnership with other GHCD functions.
Leads development and institutionalization of frameworks for identifying career paths, succession plans for key positions, competency requirements.
Spearheads building ACDC infrastructure including in-house Certified Assessors and acquires necessary assessment tools required for implementing the ACDC strategy.
Promotes TM and CDP in various forums inside the Group through employee communications, workshops, presentations etc.
Possesses superior knowledge of TM, Leadership Development; Career Development and Succession planning models, frameworks, practices, methodologies and tools.
Holds meetings with direct reports and assess their performance as well as the department's overall performance on a regular basis
University graduate with a degree in Human Resources, Business or related discipline.
CIPD Diploma or equivalent is advantageous
Minimum of 7 to 9 years experience in human resources preferably with a Gulf or International Bank entailing responsibilities of Talent Assessment and Development; Leadership Development and Succession Planning; Career Planning and Development.
Industry Type :
Banking / Financial Services / Broking
Functional Area :
HR / Human Relations / Industrial Relations