Talent Management Director
Boursa Kuwait
Total des années d'expérience :19 years, 3 Mois
To lead the expansion of the HR strategy and individual methods Plans & establishes the annual manpower forecast for the bank. managed the preparation of organization chart of all Divisions, managed all employees recruitment activities in the Bank & ensure proper application of Bank’s employment program.
-To lead the development of the HR strategy and respective processes this encompasses the Manpower planning, & Talent Management to ensure alignment of the same with the overall organizational vision, strategy and objectives.
- Contribute to the formulation and implementation of the HR strategy and plans in order to ensure alliance with the company’s business line needs and objectives.
- Ensure that the department objectives are effectively communicated across the department and a line of sight is created between individual jobholders and the departmental / sector strategy.
-Direct the development of the HR Policies, Procedures, and Guidelines (in conjunction with the Remunerations & Organization Design Director), and oversee their implementation.
-Define the Resourcing Strategy across the organization -Oversee the development of the yearly Recruitment Revisit plan(in conjunction with line managers) for the organization
-Direct the Recruitment process and ensure implementation of the same in alignment with the manpower plan. Oversee contracts with an internal or external recruiter. Internal recruiters may be multi functional, recruiting. Activities include, screening resumes, conducting aptitude or testing, interviewing, undertaking reference and background checks, hiring; administering contracts, advising candidates on benefits, on boarding new recruits and conducting exit interviews with employees leaving the organization. They can be permanent employees or hired as contractors for this purpose.
-Direct the Manpower plan development in line with the business direction and the organizational requirements.
-Direct the development of HR strategic objectives and plans for talent acquisition and development for specified disciplines.
-Direct the process of organizational development that primarily addresses talent management initiatives and succession planning throughout the company.
- To ensure career path is running smoothly through the process used by an employee to chart a course within a Kuwaiti organization for his or her career path and career development. Career path involves understanding what knowledge, skills, personal characteristics, and experience are required for an employee to progress his or her career laterally, or through access to promotions and / or departmental transfers.
-Generate regular and special reports for the Chief Human Resources Officer that summarize and forecast business activities and financial position of ‘Talent Management’ activities
-Contribute to the identification of opportunities for continuous improvement of section systems, processes, and practices.
-Maintain ongoing communication with and regularly update all relevant parties at VIVA, e.g., department chairs, group heads, executive chiefs, etc., regarding Professional Development & Training activities, soliciting both input and feedback;
-Contribute in Performance management cycle. Which are five stages in the cycle are; Plan, Manage, Review, Reward and Renew, depending on the type of organization, the management cycle may take place over a year's period or mid yearly.
-Develop the procedure of Poor performer’s progression.
-To ensure that the probationary period is intended to be used to determine whether the right employee has been hired for the job. Once the probationary period ends, the process for releasing an employee generally requires further documentation.
-Direct and manage the activities and work of subordinates by setting individual objectives, managing performance, developing and motivating staff.
-Maintain Kuwaitization Ratio %
-Direct and manage the year training calendar plan through Training needs analysis (TNA),
Manage the design and implementation of VIVA’s recruitment strategy and respective processes in order to achieve short and long term plans and competitive advantage through the selection and acquisition of the top talents. also develop, manage, organize and ensure delivery of a world-class learning and development service for all VIVA employees for the imparting of relevant competencies in order to enhance their technical and professional development, thus supporting the business.
To manage all activities related to Manpower Planning forecast and budgeting, and all facets of recruiting success throughout the organization through the development of national and international recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas, Create company strategic Manpower Plan and budget.
manage the design and implementation of VIVA’s manpower planning process in order to achieve short and long term plans and competitive advantage through the selection and allocation of the appropriate incumbents.
Handling recruitment, performance and rewards develops implements and communicates the performance management system in the organization. Develop and manage the performance management system including tools, templates, processes, appraisal formats, etc. Provide recommendations for promotions of employees on the basis of outcomes of the performance appraisal process. Develop and implement employee benefit and incentive schemes & bonuses with a view to retaining and motivating employees. Job analysis, Job Evaluation & Job descriptions. Provide developing Training plan, retention program, and 360 projects.
-To design and maintain the Organization Structure in line with the overall business direction and objectives
-Contribute to the formulation and implementation of the HR (Organization Design & Manpower Planning) strategy and plans in order to ensure alliance with the company’s business line needs and objectives.
-Ensure that the department objectives are effectively communicated across the department and a line of sight is created between individual jobholders and the departmental / sector strategy.
Ensures effective implementation of recruitment strategies for the organization in line with the HR vision and business goals of the organization. designs and implements recruitment and selection policies and processes (sourcing, interviewing, short-listing, selecting and hiring of staff) to enable recruitment of the ‘right person for the right job’.manage all activities related to employee relations in order boost the positive atmosphere in MEglobal and resolve any problems that could adversely affect employee productivity and morale. also support, manage and develop world class learning and development programs for employees. Selecting and using training/instructional methods and procedures appropriate for the situation when designing training calendar and adoption of training methodology at workplace
Data analysis, profit control, monitor productivity
Administration HR tasks
Database
Filing
Filtering
MBA, theses in HR