Job Summary

To plan, develop, implement, evaluate and maintain Talent Development frameworks, programs, and systems to help meet the organizational needs of the right high-potential talent in all key positions in the PIH Group through world-class identification, assessment, development, replacement, and succession processes.

Job Responsibilities 1

Contribute to scalable Talent Management initiatives, from conception and design through project planning, implementation, documentation, measurement, and continuous improvement.

Develop and implement Career Development programs to cover the career development needs of all staff in the PIH group

Develop, implement, and maintain Competency Framework, Talent Review and Succession Framework, Career Management Framework and Job Descriptions Framework.

Develop Talent Mobility and secondment programs in consultation with internal and external stakeholders and maintain such program in line with the PIH’s Talent Strategy.

Follows through the development planning and programs for the inventory for Hi-Pos and potential successors / replacement candidates.

Manage identification of Critical Positions at the organizational level and maintain their inventory for replacement and succession planning.

Plan and manage Talent Management cycle including communication, assessment, talent segmentation, high-potential programs, replacement, and succession planning.

Job Responsibilities 2

Facilitate talent reviews and succession planning in partnership with internal stakeholders and external partners.

Facilitate Talent Segmentation and maintain all the records for talent assessment, risks, and development with due confidentiality.

Manage vendors, external consultants, and service providers to ensure procurement and implementation of world-class talent management programs, assessments, and systems.

Conduct Talent Management knowledge-sharing, induction, orientation, and familiarization sessions.

Plan and execute webinars, roadshows, etc. for optimizing staff engagement, across the organisation, in Talent development related processes, such as career path and succession planning.

Stay appraised with internal and external talent trends, research, and best practices by engaging in HR forums, seminars, and groups.

Contribute to cross functional projects, wherever required.

Skills

Job Knowledge & Skills

Strong knowledge and experience in Talent Identification, Assessment and Segmentation programs using 9 box grids

Strong knowledge and experience in managing Hi-Po Programs and Succession Planning

Strong knowledge and experience in dual track / multi-track Career Management programs

Strong knowledge and experience in Korn Ferry Leadership Architect competency model, or other models

Strong experience in conducting orientation, knowledge-based sessions on Talent Management, Career Management and Competency Management.

Knowledge of different assessment centre techniques such as role-plays, case studies, in-basket exercise, psychometric tests.

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

Excellent communication and presentation skills in English.

Strong intercultural competence.

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

5-7 years of total experience

Minimum 5 years of experience in Talent Development.

Minimum 3 years in GCC (preferred)

Competencies

Accountability

Career Development L3

Collaboration

Creates Strategy - Developing

Develops Future Leaders - Developing

Digital Integration L3

Drives Performance - Developing

Leadership

Quality

Resilience

SAP ERP Human Resources L3

Succession Planning L3

Talent Management Processes L3

Education

Bachelor's Degree in any related field

Certificate in Human Resource