JOB PURPOSE:

Reporting to the Head of Talent Management, the Talent Manager role is essential to the growth and development of the business. This is a new and critical part of the FAB structure and the purpose of this role will be to support the Head of Talent Management with ensuring the effective set-up and implementation of a number of critical talent processes. The Talent Manager will provide support to the Head of Talent Management through oversight, process design and roll-out of initiatives associated with the Talent Management strategy.

KEY ACCOUNTABILITIES:

General accountability is as follows:

• Talent reviews
• Succession planning
• Career paths and rotations
• Creating skill matrices
• IDP
• Internal coach
• Build and maintain competencies
• Assessment framework design and implementation
• Implementing best practice
• Stakeholder engagement

Specific Accountability

• Bring innovative strategic thinking based on research to help inform the talent strategy and support the ongoing growth and development of FAB employees.
• Develop a roadmap for deliverables and ensure consistency of frameworks, templates to the HR Business Partners by the creation of a "playbook" for HR Business Partners for Talent Management.
• Support FAB’s talent management strategy with the Head of Talent Management by identifying opportunities where talent management can add value and maintain leading-edge knowledge of talent strategic issues.

• Research, design and refresh the talent review documents and materials as needed to ensure a consistent, objective and easy-to-use approach based on hierarchy and grades.
• Create tools to support the effective roll-out of the talent review process including manager training and toolkits aligned to business frameworks.
• Liaise with Information Technology Department to understand systems and operationalize processes for the delivery of talent reviews across the business.
• Lead talent review implementation at the N3 level and below.
• Support with the analysis of key trends across data, identify skill gaps and strengths and prepare reports to be reviewed by senior management.
• Liaise with Leadership teams across the business to effectively capture and respond to needs and requirements in line with the talent strategy.
• Manage the succession planning process, including the development of processes, tools and frameworks which will identify succession candidates and prepare plans for the most senior leaders to be reviewed with Leadership.  Engage with key stakeholders to map out succession plans for their departments.
• Track the leadership pipeline by ensuring succession plans are up-to-date, vacancies tracked and key risk indicators covered.
• Work closely with the business to gain knowledge and understanding of the talent pool, employee aspirations and requirements and conduct talent gap analysis.
• Coach senior managers to develop their performance and use their potential.
• Work with Learning to ensure that customized learning programs are available for the talent pool as required in the employee’s development plans.
• Work with key stakeholders to identify career paths which support the development of both UAE Nationals and Expats. Create processes which enable internal mobility and also develop and roll-out communication and education programs to ensure this is a success.
• Partner with Talent Acquisition to create long-term internal pipelines for roles.
• Support with the management and roll-out of the talent management system.
• Understand and utilize data analytics to inform and support talent processes and wider business decisions.
• Research, create and refine FAB’s employee competency database; ensure effective implementation through communication and skill development across the business. Complete periodic review and alignment to the future needs of the business.
• Research and recommend changes to assessment processes, further refine and develop FAB’s assessment offering.
• Develop and implement an assessment framework which spans acquisition and development catering to the specific requirements by grade and section; including managing a database of tools which can be utilized as required.
• Work closely with key stakeholders to ensure that assessment processes are easy to use and designed to the requirements of the bank and that stakeholders are enabled and empowered to utilize tools directly.
• Ensures compliance with organizational policies, procedures and quality standards, including operating in line with best practice.
• Create processes and policies with regard to the management of data and ensure that data is treated in line with best practice requirements.
• Complete leadership assessments and support leadership development in line with succession and career path requirements.
• Complete data analytics to identify key themes and answer critical business questions, present data back to leadership and utilize the data to further improve existing processes.
• Manage assessment vendors (in collaboration with Talent Acquisition and Learning) to ensure that the service provision and tools are at a high standard and delivered to requirements.
• Work closely with senior stakeholders to provide ad hoc support across talent processes.
• Support Learning with team effectiveness, including debrief of psychometrics and workshop facilitation.
• Design and management of 360 degree feedback tool and processes.

QUALIFICATIONS & EXPERIENCE:

Minimum Qualification

• Bachelor’s Degree with focus in Human Resources Development, Instructional Design, I/O Psychology, Education or related field required.
• CIPD and / or SHRM qualification is desirable.

Minimum Experience

• 15+ years of broad HR experience including talent management (with a focus on Talent Review, Succession Planning, Individual Development Planning, Career Paths and Internal Mobility) in a fast-paced environment.
• Strong business acumen and experience in partnering with business leaders with strong diagnostic, consulting and problem-solving skills to tailor solutions to meet the needs of diverse businesses and learners.
• Experience in developing talent initiatives targeted at key employee segments such as top talent, critical roles, etc.
• 10+ years of experience in the design and delivery of psychometric assessments within a business context.
• Experience in development interventions including but not limited to coaching, 360 feedback – design and implementation.
• Experienced in interpreting psychometric profiles across a range of tools.
• Proficient in interpreting validity and reliability data.
• Able to evaluate and analyse data, pulling out and presenting key trends and making recommendations to further enhance talent processes.
• Ability to execute high-impact talent management strategies that enhance people and business performance.
• Commercially aware; proven ability to work with multiple stakeholders.
• Excellent interpersonal, organisational and influencing skills and ability to facilitate across all levels of business.
• Skilled communicator through written reporting and verbal presentation.
• Digitally savvy with experience in the use of varied HR and Talent Management platforms.