Manager, Talent Development

Job purpose

Lead and manage the succession planning, mobility, and the competency management functions within the company in line with the ADNOC talent management strategies in order to close capability gaps and build talent pipeline.

Key accountabilities

Succession planning

• Manages the corporate succession planning processes for all leadership, managerial, and supervisory roles.
• Discuss career-pathing options with identified high-potential employees.
• Provide guidance and direction for the establishment of sound professional career development practices, which ensure the provision of effective professional, technical, or managerial career paths.
• Ensuring effective utilisation of system.

Competency management

• Implement ADNOC Group competency management framework.
• Manage and maintain the ADNOC Group competency library.
• Manage the creation of site based competency as part of competency library.
• Manage the delivery of Group HC competency frameworks for both technical and support functions in order to manage the professional career development of both graduate and non-graduate streams.
• Ensure that the necessary monitoring and management reporting systems are in place to follow the progress of staff under development, evaluate performance, and recommend any corrective actions that may be necessary.
• Ensuring effective utilisation of system.

Mobility

• Agree and ensure implementation of mobility actions as per the High Potential and Talent Review Committee recommendations for the integrated workforce planning.
• Collaborate with the concerned stakeholders on mobility actions as part of the employee career development in line with agreed PDPs.
• Drive actions to enhance mobility across the operating company and accelerate effective entry point integration for young talent in accordance with Group HC process.

Management

• Plan and supervise the activities of the personnel and resources of the team to achieve the department objectives in an efficient and cost-conscious manner while ensuring implementation of approved operational plans for the section in line with department objectives.
• Develop the knowledge, competencies, and innovative spirit in the team and support the establishment of Personal Development Plans (PDP’s), succession planning, and talent pipeline within the team in coordination with the Human Capability Group to continuously develop employees with emphasis on UAE Nationals to meet Emiratization targets.

Qualifications, experience, knowledge & skills

Minimum qualification

• Bachelor’s degree in Business Administration or equivalent.

Minimum experience & knowledge & skills

• 10 years of comprehensive talent management experience, with at least 6 years in a supervisory role in succession planning / competency development function.
• Strong verbal and written communication skills.
• Ability to evaluate talent using industry-specific knowledge.
• Experience in the oil and gas industry is preferred.

Professional certifications

• CIPD Level 5 is preferred.