Senior Associate - Succession Planning (UAEN Talent)

Job Description Roles & Responsibilities Strategy Supports the development and updating of the talent management framework, Talent Review Strategy, and related procedures in line with EGA policies and procedures. Supports the development and implementation of departmental strategy for talent planning and succession across EGA. Supports the development of methodologies for assessment and development centres, including the use of psychometric assessments. Proposes section goals, initiatives, and KPIs for review and approval. Policies and Procedures Implements section policies, procedures, and processes. Ensures effective communication of departmental policies and practices to employees. Supports the design and delivery of content and communication materials to promote awareness of policies and practices. Regularly reviews, benchmarks, and recommends revisions to policies as required. Ensures compliance with section, departmental, and EGA standards and processes. Processes Assists in managing projects, including project scoping, implementation, communication, monitoring, and stakeholder coordination. Participates in development needs analysis to ensure customized programs continue to meet business needs while remaining cost-effective. Tracks and reports budget expenditure for initiatives, ensuring value for investment. Supports organization-wide Talent Review, Talent Planning, Succession Planning, and Individual Development Plan (IDP) processes. Supports the development of talent pools for high performers and high-potential employees across all organizational levels. Provides input on available internal talent for non-critical vacancies and succession pipelines. Co-facilitates talent review discussions to assess performance, potential, development readiness, and succession planning. Identifies training and development needs and tracks progress against development plans. Compiles talent information and supports business leaders in identifying high-potential employees for critical roles. Reviews Individual Development Plans (IDPs) to ensure they are SMART and promotes joint ownership between managers and employees. Tracks progress of development plans through feedback, coaching, and employee follow-up. Ensures consistency and alignment across talent management processes and escalates gaps for corrective action. Coordination Coordinates regularly with Human Capital Business Partners (HCBPs) on Talent Review, Talent Planning, and Succession Planning activities. Coordinates development interventions, including on-the-job learning, mentoring, coaching, leadership programs, and blended learning initiatives. Coaching and Training Guides and supports individual and group coaching sessions related to Talent Planning and Individual Development processes. Co-designs and develops training materials, including e-learning programs, to support awareness and capability building. Conducts awareness sessions and provides one-on-one coaching on Individual Development Planning. Reporting Prepares reports and periodic updates for Senior Management, Executive Committee (ExCo), and Human Capital Committee (HCC). Reports on the status and progress of talent management programs. Produces customized reports on section activities and processes as required. Control and Quality Ensures the quality and effectiveness of Individual Development Plans. Compiles comprehensive talent information to support robust Talent Review discussions and informed decision-making. Budget Control Tracks expenditure against budget and provides periodic budget reports. Coordinates budget allocation within the department. Other Responsibilities Performs additional duties related to the function as assigned. Authority / Decision Making Works within approved policies and procedures while keeping the direct manager and team informed on relevant matters. Provides regular updates to the direct manager on ongoing activities and issues. Reviews action plans and recommends improvements to career development processes, policies, and procedures. Reviews development plans to ensure relevance, quality, and compliance with required standards. Maintains confidentiality of sensitive employee and organizational information. Desired Candidate Profile Minimum Qualifications Bachelor's Degree in Human Resources or a related discipline. Recognized professional HR certification preferred. Psychometric Assessment and/or Learning & Development qualification preferred. Minimum Experience 6–8 years of experience in a specialist role within Career Development, Talent Development, or Learning & Development in a large organization. Experience in assessment centres is preferred. Skills Strong verbal, written, listening, presentation, and interpersonal communication skills. Proficiency in Microsoft Office applications, particularly Excel and data visualization tools. Strong planning and organizational skills. Effective coordination and stakeholder management skills. Employment Type Full Time Company Industry MetalsSteelIronAluminiumFabrication Department / Functional Area HRHuman RelationsIndustrial Relations Keywords Director Of Talent & SuccessionTalent ReviewSuccession PlanningHigh-Potential EmployeesHead Of Succession PlanningTalent Acquisition & Development LeadTalent ManagementLeadership Development Get real-time job updates only on our App