Senior Manager, Talent Development

Job Purpose

• Supporting the design, implementation, and evaluation of talent development initiatives;

• Managing the coordination and administration of training sessions, workshops, and talent development activities;

• Engaging with identified talent and key stakeholders to maintain alignment of talent solutions to business priorities;

• Creating and maintaining appropriate records to support the development and delivery of data-led insights and actions;

• Assisting in the coordination and delivery of talent assessments;

• Monitoring and reporting on the effectiveness of talent development initiatives, ensuring alignment with organisational goals and policies;

• Supporting identified talent with the creation and maintenance of individual development plans and talent profiles;

• Supporting the execution of the global Diversity, Equity and Inclusion strategy;

• Delivery of the annual succession planning cycle, working across verticals with People Advisory & Business Partners, Talent Acquisition and key business stakeholders to define and oversee the execution of a business led buy vs build strategy;

• Providing broader support to the Head of Talent Development and wider People & Intellectual Capital Group on critical initiatives and projects.

Key Result Areas:

Talent Management:

Talent Development Interventions:

• Collaborate with the Head of Talent Development to develop and implement Mashreq’s Talent Development strategy across the Group;

• Work with Head of Talent Development to tailor solutions to the needs of different verticals and leadership levels, consulting with stakeholders at each phase of the talent management lifecycle;

• Responsible for preparing and maintaining talent development data and insights to drive effective decision making.

• Support the design and delivery of each phase of the talent lifecycle i.e. needs assessment, talent identification, succession planning, talent development, reporting and oversight;

• Support to collate, maintain and report on key materials, such as talent review outcomes, individual development plans, assessment data, talent profiles etc.

• Support the design and delivery of flagship, structured programmes;

• Support the engagement and management of vendors and the coordination of stakeholder engagements that will ensure investment in the development of talent is aligned to business needs;

• Coordinate the identification of target audiences and the facilitation of nomination processes;

• Assist with the development and delivery of the communication plan, ensuring programme participants, line managers, People Advisory & Business Partners and other key stakeholders are updated at each stage;

• Monitor and report on programme attendance, engagement and feedback;

• Support with the coordination of associated logistics, implementing ideas to promote a high level of participant experience.

Cyclical Talent Management:

Talent Programmes:

Succession Planning & Leadership Development:

• Work with the Head of Talent Development on the succession planning model for senior level management, preparing the materials to support review sessions and succession calibrations;

• Maintaining succession planning data in the system and generating appropriate reporting and insights;

• Creating succession dashboards to illustrate areas of focus, updates to plans and successor movement;

• Tracking the investment in the development of identified successors.

Organizational Development:

• Support broader initiatives as required that contribute to the development of Mashreq’s talent pipelines, for example the Graduate proposition;

• Work on internal and external branding initiatives that elevate the talent brand and showcase Mashreq’s investment in talent and career development;

• Support the delivery of Mashreq’s global Diversity, Equity and Inclusion strategy;

• Support the wider Intellectual Capital and Organizational Development team to create a market leading development proposition.

Operating Environment, Framework and Boundaries, Working Relationships:

• Interact with managers and identified talent across the Bank, and build a level of trust in order to facilitate the delivery of talent interventions;

• Provide guidance and support to business stakeholders, identified talent, and managers across the organization;

• Coach and support managers and People Advisory & Business Partners on appropriate solutions to meet their needs;

• Support to create brand awareness of Mashreq’s investment in career and talent development;

• Maintain focus and enthusiasm around Leadership development and on building a clear succession pipeline.

• Support to track and report on all relevant budgets are adhered to.

• Operates in a competitive and demanding environment where (internal) customers are extremely demanding, where timelines are crucial and quality of learning solution design and delivery is of significant importance.

• Support to design and implement interventions which are in line with business goals and provide for the future of the leadership pipeline, inclusive of succession planning;

• Develop and maintain effective relationships both internally and externally;

Problem Solving:

• Ability to assess the environment, analyse data and provide insights to support senior leaders to make more informed decisions;

• Sound judgment, able to read situations, apply clear discretion and clear thought to resolve them;

• Manage the expectations of stakeholders by providing appropriate advice and consultation.

Decision Making Authority & Responsibility:

• Use discretion and expertise in providing consultation to internal customers;

• Ensure that the design and selection of all development interventions provides a demonstrable return on the investment;

• Bring best practices of talent development to the organization, aligned to business priorities;

• Play a role in the selection and review of external training providers in consultation with the business, in-house subject matter experts, Legal team and Centralised Procurement Department.

Knowledge, Skills and Experience:

• Undergraduate degree in Human Resources, Business Administration, Psychology or a related field;

• Experience of working in a talent development, training or related HR function is preferable;

• Excellent communication and interpersonal skills;

• Demonstrable organisation and project management skills;

• Familiarity with talent assessment tools and methodologies;

• Passion for diversity and inclusion, with a track record in fostering inclusive practices and processes.