Job Summary

To improve organizational performance by ensuring implementation of appropriate development programs for all employees at PIH and its business groups, which will cover high potential development, succession, and career planning. To create a CoE by incorporating Talent Development best practices to support business excellence.

Job Responsibilities 1

Develop policies, procedures and frameworks for Career Path, Competency Mapping, Succession Planning and Hi-Po talent identification.

Plan and organize round tables, forums, and seminars with business leaders to discuss and understand the business strategies in line with people development at the organisation.

Propose talent assessments and monitor efficacy of implemented processes to ensure delivery of measurable results.

Perform a routine analysis of the Talent Development processes across the organization.

Establish and manage goals, learning and development roadmaps, for the Talent Development team.

Develop coaching and mentoring frameworks for leadership roles.

Monitor and drive engagement in Talent Development processes through networking and collaboration.

Provide metric driven recommendations for enhancements of Talent Development programs based on data insights.

Job Responsibilities 2

Analyse team reports and maintain orderly archives of reports through dashboarding.

Track and assess career development and succession strategies in conjunction with the 9-box grid to retain employees and enhance employees’ career progression possibilities.

Supervise and participate in a variety of relevant HR related projects aimed at updating information and/or alleviating process or system challenges.

Champion the Talent Management principles and best practices with BUHs and operational teams.

Monitor internal and external HR and Talent trends, research, and best practices and recommend organisation wide enhancements.

Contribute to cross functional projects, wherever required.

Skills

Job Knowledge & Skills

Strong knowledge of the Human Resources

Excellent communication skills with developed interpersonal skills.

Leadership abilities.

Experience in Talent Identification, Assessment and Segmentation programs using 9 box grids.

Knowledge in managing Hi-Po Programs and Succession Planning

Understanding of dual track / multi-track Career Management programs

Knowledge of HR frameworks and models.

Knowledge of different assessment centre techniques.

Agility to work in a dynamic and fast-paced, environment.

ERP knowledge, preferably SAP SuccessFactors or Oracle or MS Dynamics

Working knowledge in Analytical tools like Power BI, Tableau, Qualtrics, Survey tools, or Project planning tools would be an added advantage.

Job Experience

Minimum 8 -10 years of total experience

Minimum 8 years of experience in a Talent Development role.

Minimum 5 years of experience in a managerial position is required.

Minimum 3 years in GCC (preferred)

Competencies

Accountability

Career Development L3

Collaboration

Competency Modeling L3

Creates Strategy - Developing

Develops Future Leaders - Developing

Digital Integration L3

Drives Performance - Developing

Leadership

Quality

Resilience

SAP ERP Human Resources L3

Talent Management Processes L3

Education

Bachelor's Degree in Business Administration

Master's degree in Human Resource or any related field