Senior Manager Talent Management

OVERVIEW

Position

Senior Manager, Talent Management

Job Code

Reports to

Director, Talent & Organizational Development

Direct Reports

2

Division/Section

Talent & Organizational Development

Department

Talent & Organizational Development

Sector

People

Job Family

Role Purpose

Implement Corporate Talent Management programs and initiatives to ensure NEOM employees have the right talent to enable them to deliver high performance in supporting NEOM in delivering its mission and vision.

KEY ACCOUNTABILITIES & ACTIVITIES

Key Accountabilities & Activities

• Collaborate with HR management, sectors, and businesses to develop and implement strategies aimed at identifying, developing, and retaining top talent within NEOM.
• Work with the HR management team to develop talent management strategies and frameworks that align with NEOM's vision, mission, and HR people strategy.
• Lead the NEOM talent management team in delivering the agreed-upon talent management strategy, providing a professional and proactive service across the organization.
• Ensure the delivery of talent management strategies by developing and managing quarterly/annual activity plans such as talent reviews and successions.
• Support the development of succession plans for key roles within NEOM, identifying high-potential employees and implementing talent management and development programs.
• Collaborate with HR colleagues to conduct capability needs analysis across the organization, proposing appropriate solutions to address talent gaps.
• Manage NEOM talent programs such as GrOW, HiPo, and Women in Leadership (WIL), and Leadership Development initiatives to accelerate talent development and foster a learning culture at NEOM.
• Develop retention strategies for key talent.
•  Monitor and evaluate talent management metrics, such as turnover rates and employee engagement, retention, bench strength, and provide recommendations for improvements.
• Develop innovative talent mobility strategies and programs to identify and leverage internal talent for critical roles and career opportunities.
• Develop and implement comprehensive career management frameworks to support employee growth, progression, and job satisfaction.
• Implement processes for talent identification, assessment, and succession planning to ensure a consistent pipeline of high-potential employees.
• Establish coaching and mentoring programs to enhance employee performance, leadership capabilities, and professional growth.
• Collaborate with HRBPs to create individualized career development plans that align with organizational goals and employee career aspirations.
• Stay updated on industry best practices and trends in talent management and proactively apply relevant strategies to enhance NEOM's talent management practices.
• Collaborate with external partners and vendors to leverage expertise and resources for talent management initiatives.
• Manage the talent management budget, ensuring efficient allocation of resources.

BACKGROUND, SKILLS & QUALIFICATIONS

Knowledge, Skills and Experience

• Proven experience (13+ years) in talent management, succession planning, career management & development, and coaching/mentoring programs.
• In-depth knowledge of talent management principles, strategies, and best practices.
• Strong understanding of talent management, talent identification, and talent retention strategies.
• Familiarity with various talent assessment tools and methodologies.
• Knowledge of workforce planning and succession planning.
• Ability to develop and implement talent development programs and initiatives.
• Strong analytical and problem-solving skills to assess talent metrics and make data-driven decisions.
• Excellent communication and interpersonal skills to collaborate with stakeholders at all levels of the organization.
• Exceptional leadership and managerial abilities to lead and inspire a talent management team.
• Knowledge of current employment laws, regulations, and industry trends related to talent management.
• Demonstrated ability to drive change and influence stakeholders towards talent management goals.
• Strong organizational skills and the ability to prioritize and manage multiple projects simultaneously.
• Proficiency in HR technology and talent management systems.

Qualifications