Talent Management Lead

Performance Management:

• Develop and implement a robust performance management system (PMS) that includes setting clear goals, regular performance assessments, feedback, and recognition.
• Collaborate with HR and managers to provide training and resources for effective performance management.
• Monitor the PMS to ensure it is consistently and fairly applied across the organization.
• Review and update the PMS to align with changing business needs and best practices.
• Provide guidance and support to business leaders in conducting performance reviews and addressing performance issues.
• Ensure that the PMS supports employee development and career growth.
  
  Talent Strategy & Planning:

• Assist in implementing a comprehensive talent strategy that aligns with the organization's long-term goals and objectives.
• Contribute to workforce planning by identifying current and future talent needs, including skills and competencies.
• Collaborate with business leaders to understand their strategic needs and ensure talent strategies support these needs.
• Study industry trends and labor market conditions to adapt talent strategies accordingly.
• Identify gaps in talent and work on strategies to fill these gaps through recruitment or development.
• Help to create a talent pipeline to ensure a consistent flow of skilled employees.
• Participate in monitoring and evaluating the effectiveness of talent strategies whenever needed.

Employee Value Proposition (EVP):

• Assist to define the organization's EVP, highlighting the unique benefits and rewards offered to employees.
  
• Work with HR and marketing teams to ensure the EVP is effectively communicated both internally and externally.
• Support to assess EVP to remain competitive in attracting and retaining top talent.
• Understand the aspects of the EVP and what are most meaningful to employees.
• Check the industry trends and benchmark against competitors to keep the EVP competitive.
• Ensure that the organization's culture and practices align with the EVP.
  
   Succession Planning:
   
• Contribute to develop and maintain a succession management program to identify high-potential employees.
• Participate in identifying key positions and create succession plans for those roles.
• Implement a process for assessing and developing high-potential employees.
• Support the process of monitoring the progress of identifying the successors and provide them with necessary development opportunities.
• review and update succession plans to adapt to changes in the organization and industry.
• Collaborate with HR and business leaders to ensure that succession plans align with overall business strategies.
  
   Omanization to Recruitment Alignment:
   
• Understand and stay updated with Omanisation policies and regulations.
• Develop and implement a recruitment strategy that aligns with Omanisation goals and objectives.
• Collaborate with government agencies and relevant stakeholders to ensure compliance with Omanisation requirements.
• Identify and engage with local talent through targeted recruitment and outreach efforts when needed
• Align in developing training programs to support Omani employees' career growth.
• Regularly report on Omanisation progress and compliance to relevant authorities and organizational leadership.