Associate Succession Planning

Job Purpose

Assists the Talent Planning & Succession Manager in developing Leadership pipeline for critical roles and key positions. Supports alignment and achievement of Talent retention, Emiratisation and D&I KPIs. Implements the process and plans for identifying and developing the strategic talent pools like High Potential employees with focus on nationals, IDPs etc.

Key Responsibilities:

Strategy

• Supports the development and updates of talent management framework, Talent Review Strategy and procedures in line with EGA’s policies and procedures.
• Supports the development and implements departmental strategy in designing talent planning and succession across EGA.
• Supports the development of methodology for assessment and development centre, including the use of psychometric assessments.
• Proposes the Section’s goals, initiatives and KPIs for review and approval.

Policies and Procedures

• Implements the Section’s policies, procedures and processes.
• Effective communication of department’s policies and practices to the employees.
• Supports in designing and delivering content and communication for the awareness of the policies and practices.
• Regularly reviews, critiques and benchmarks the policies and proposes revisions as required.
• Ensures compliance to the process and standards set – section, department and EGA.

Processes

• Assists and collaborates for running projects including project scoping, implementation and communication strategy. Support the manager in design, development, delivery and monitoring of the project with partners.
• Participates in the development needs analysis to ensure that  the customized program is continuously meeting the needs of EGA, adding value whilst remaining cost effective.
• Tracks and reports the budget spend based on the initiatives with focus on value for investment in line with the cost conscious perspective of EGA.
• Supports in conducting the organization wide process of Talent Review, Talent planning and Succession, Individual Development Plan processes, in an integrated manner.
• Supports in building talent pools of high performer/high potentials at all levels of the organization to encourage greater effectiveness and productivity, and advice on available talent for internal vacancies in non-critical positions / feed into the talent / succession pools.
• Co-facilitates talent reviews through Talking Talent - to assess for professionalism and potential and development readiness, with a focus to develop internal candidates for critical positions and an overall enhancement in the competency level, through Talking development identify the training and development needs, track progress against plan.
• Compiles information and supports manager to offer counsel and occasionally challenge Business Area leaders in identifying potential and talented employees – for critical roles or key positions.
• Evaluates “SMART” nature of Individual Development and support joint ownership between the Line manager and the employee to implement and track progress of development.
• Tracks individual development plans by providing constructive feedback and counselling of employees; Communicates with employees to check for progress achieved against the identified developmental needs.
• Ensures alignment of process across different talent pools and highlights lapses to manager for remedial action.

Coordination

• Regular interaction with HC BPs on Talent Review, Talent Planning and Succession.
• Coordinate required development interventions – On the job, mentoring / coaching, Management & Leadership programs, Modern blended learning etc.

Coaching and Training

• Guide and oversee one to one and group coaching and training for Talent Planning cycle (Talent reviews) and Individual Development processes.
• Co- design and develop training packages including e-learning courses for communication / awareness on relevant topics.
• Conduct awareness sessions, provide one on one coaching /guidance for putting the individual development plan in place.

Reporting

• Prepares reports and periodic updates to the Senior Management / ExCo / HCC
• Reports on different programs and status.
• Customized reports on the all the processes in the section periodically.

Control and Quality

• Ensures the quality of development plans are maintained and meet requirements;
• Compiles and provides thorough talent information to the manager, that helps to maintain the rigor and quality of the Talent Review through engaging and challenging discussions;

Budget Control

• Track spend vs. budget and provide periodic reports and coordinate its allocation within the department on an ongoing basis.

Others

• Perform other tasks related to the function as they arise and as directed.
• Authority Decision Making.
• Work within agreed policies and procedures while keeping direct manager and team members updated on all matters;
• Update the  direct manager  frequently on all related matters.
• Review plans of action or discuss recommendations for improvement of existing processes, policies and procedures related to Career Development with direct manager; check and review development plans to ensure relevance and ensure they meet required standards.
• Handle and maintain confidential information.

Qualification & Skills

Minimum Qualifications:

• Degree in HR; Preferred recognised professional HR certification.
• Psychometric assessment / Learning & Development qualification preferred.

Minimum Experience:

• 6-8 years in a specialist role in areas of Career Development & training practices and process handling, in a large organization. Experience in assessment centres is desired

Skills:

• Strong communication skills (excellent verbal, listening & presentation skills, excellent interpersonal skills)
• MS office skills – especially Excel and data visualization
• Systematic planning and organization skills
• Coordination skills