Senior Specialist - Talent Management

ENOC LUBRICANTS AND GREASE MANUFACTURING PLANT LLC

Job Purpose

Implement talent management initiatives in line with global best practices in order to attract, measure and develop a strong talent pipeline and bench strength in readiness to meet the Group s needs and plans.

Principal Accountabilities

Talent Management

• Work with the Senior Leaders in ENOC to help understand the business strategy and the technical and behavioral competencies required to compliment business needs.
• Support in the development of the behavioral and technical competency models, in alignment to business needs and industry / global best practices, to ensure ENOC facilitates and develops behaviors and skills that are needed for high performance.
• Review and implement the talent identification framework to ensure it is implemented and helps identify the talent pool
• Work with other HR teams to embed the competency models in all related HR processes to ensure a common language across all frameworks.
• Design and implement the succession planning and HiPo program to ensure ENOC has a pool of successors for all critical positions.
• Design and implement assessments for different levels within the organization to assess employee s behavioral and technical skills and provide developmental feedback to ensure the employees have development plans to improve skills.
• Conduct behavioral assessments and interviews for employees to ensure proper data is collected and analyzed
• Have a thorough understanding of the assessment tools and psychometrics available in the market and select appropriate tools given ENOC s specific requirements.
• Work closely with the Talent Development Team to ensure the assessment data and findings are being followed up and the right developmental interventions are being designed and facilitated.
• Analyze data and trends from the assessment results and make interpretations and creative recommendations to support talent decisions.
• Propose improvement in Talent Management processes and identify appropriate opportunities for utilizing Talent Management information.
• Work closely with external vendors to design and deliver Talent Management projects as and when needed whilst adhering to timelines and quality standards.
• Stay current on the latest trends in talent management; provides data, information, and insights to help build and constantly improve talent management strategy.

Additional Principal Accountabilities

Policies, Systems, Processes & Procedures

• Implement approved Section policies, processes, systems, standards and procedures in order to support execution of the Section s work programs in line with Company and International standards.
• Execute the talent management process (calendar, process, tools, talent reviews) to ensure the process is ongoing, consistent and integrated into key business planning priorities.
• Comply with the requirements of the Integrated Enterprise Risk Management System relevant to domain risks and implement measures to mitigate all identified risks from a Department perspective.
• Design and implement new tools and techniques to improve the quality and efficiency of products, operational processes, procedures and services.
• Identify and recommend improvements in internal processes against best practices in pursuit of greater efficiency and productivity.

Relationship Management

• Develop and maintain of effective key business relationships with all relevant external/internal entities and all sections with the highest standards of business ethics, whilst promptly attending to all critical issues in-order to ensure the services required by the organization are delivered in the most effective manner.
• Work closely with Heads of Department and colleagues across the Group.
• Interact with staff across the Group on matters related to talent Management.
• Collaborate with Consulting firms and other third-party service providers for the provision of talent management related tools and services such as psychometric assessments, talent development workshops, etc.
• Network with industry peers for market information and exchange of thoughts or information on professional domain matters.

Reporting

• Provide inputs to enable the Section Manager to prepare weekly and monthly reports for the section to report progress on compliance with SLAs.
• Maintain and monitor a quarterly reporting dashboard for the HR management review, track and collect data analysis from various HR departments.