L&D Consultant | Talent & Leadership Development

Overview of the role

As the Talent & Leadership Development Manager, the primary purpose of the role is to support the development of leadership development strategies and paths and deliver talent management solutions that strengthen Al Futtaim’s leadership bench strength, retaining and developing high potential employees, middle managers, senior leaders and UAE Nationals. The role will act as a strong contributor to growing internal talent and leadership capabilities that align with Al Futtaim’s strategic goals and objectives, and empower leaders to drive high performance, foster a positive work culture, and achieve excellence.

What you will do

• Support review and develop the framework to identifying critical roles and successor planning. Responsible to action, follow up and review the collective and individual development needs for both critical roles and successors
• Coordinate divisional wide annual and periodical talent identification exercises with HRBPs and identify high potential talent and talent pools
• Develop high impact solutions and actions to increase the development and retention of all leadership talent, including nationals.
• Define and communicate talent data and analytics to stakeholders as relevant
• Design and conduct assessment centres for talent validation and succession planning, including the use of various talent assessment tools/psychometrics
• Develop Talent Management programs and solutions to support achieving the Talent Management & Leadership strategy and roadmap
• Design career and learning paths for defined roles and job families
• Input into the divisional leadership development strategy and objectives which caters for leaders from middle management to executive board members
• Design leadership development pathways and programs to complement the leadership development strategy
• Design and facilitate leadership skills courses to middle managers (both face to face & virtual) using various instructional and digital design techniques
• Partner with the business to conduct relevant needs diagnosis and gap analysis that input into leadership development strategy and planning
• Implement mentoring and coaching frameworks and tools for leadership development             
• Coordinate annual performance cycle activities and report progress from the goal setting, performance reviews.
• Work with HRBPs and Talent Centre to embed ‘continuous performance management’ culture
• Manage divisional comms plan for performance management milestones and awareness in coordination with group level communication cascade