Talent Management Manager

Spinneys Egypt

1. Performance Management

• Lead the full cycle of performance appraisals across all departments (goal setting, midyear review, and final evaluation).
• Ensure performance management practices are aligned with company strategy and MenaITech system requirements.
• Analyze performance data to identify high performers, development needs, and succession candidates. d) Coach Managers on delivering effective feedback and performance discussions.

2. Learning & Development

• Oversee the annual training plan in coordination with department heads.
• Manage relationships with learning platforms and external training providers.
• Ensure completion and tracking of mandatory programs such as FSMS, ESG Trainings, and leadership development.
• Evaluate training effectiveness and ensure learning outcomes are achieved.

3. Internal Talent Pool

• Build internal pool of branch managerial talent pool in preparation for expansion plans through conducting assessments and designing development programs for the successful talents.
• Support in designing individual development plans for key talents.

4. Employee Engagement & Culture

• Design and implement engagement initiatives and surveys (e.g., Employee of the Quarter, Team no.1 and best cashier).
• Analyze survey results, recommend action plans, and follow up on implementation.

5. Career Development & Promotions

• Manage promotion assessments and coordinate panel reviews with Area Managers
• Ensure fairness, transparency, and compliance with approved policies and budgeted headcount.
• Maintain updated promotion records and internal mobility dashboards.

6. Employer Branding & Onboarding

• Support employer branding initiatives and ensure alignment with corporate identity on social media platforms (LinkedIn, etc.).
• Oversee onboarding/orientation programs to ensure smooth integration of new hires.
• Track and report on orientation attendance and feedback.

7. Organizational Structure & Job Descriptions

• Develop, update, and maintain organizational charts across all departments to reflect accurate reporting lines and structures.
• Create, review, and standardize job descriptions in coordination with department heads, ensuring alignment with competencies, KPIs, and company framework.
• Ensure both job descriptions and org charts are regularly reviewed and approved by management.
• Maintain an updated repository of all approved JDs and organizational charts.