Assistant Talent Manager
Gulf International Bank
مجموع سنوات الخبرة :1 years, 11 أشهر
Conduct Training Needs Analysis (TNA) to ensure a comprehensive assessment of
organizational learning needs.
• Building the leadership pipeline by creating talent pools for career progression, create
career paths and personal development plans, and designing leadership programs.
• Ran assessment tests for new hires as well as leadership assessments for our career
development programs.
• Develop and execute an Annual Training Plan (ATP) to be delivered in the year.
• Ensure the availability of new methods and continues researches for the best practices.
• Collect and analyze data for Human Resources needs to deliver different kind of reports to
make decisions and solve problems.
• Make recommendations to improve current processes.
• Competency Framework design to define the knowledge, skills, and attributes needed for
people within the organization to perform effectively.
• Work closely with department heads to design an effective Succession planning for talent
awards and acknowledgement
• Ran Induction Programs for new hires
• Managing the Performance Reviews for the graduate program - 40 graduate a year
Recommending new approaches, policies and procedures, promoting best practices with
different functions and local HR business partners
Developed and maintained professional relations with local, regional and international
recruitment agencies to ensure that right caliber professionals are selected and attracted
and to guarantee that the agencies have the required knowledge about the Bank’s needs.
• Develop and manage regular graduate recruiting cycles that will involve events on campus,
participate in employment conferences and job fairs in order to effectively represent the
Bank’s brand and attract high quality candidates from target audiences.
• Assist in developing an annual recruitment plan to outline the most appropriate strategies
and approaches for identifying and selecting high caliber talent into required roles in a
timely manner.
• Coordinate with divisions on recruitment needs and identify whether there are suitable
internal available resources to fill vacant positions to facilitate a culture of internal
transfers/ promotions.
• Implements selection and recruitment strategies, tools, techniques and methodologies, and
provides support to internal stakeholders on the assessment of potential candidates in order
to acquire talent into the organization.
courses: CIPD level 5 Diploma in HRM Sep 2019 Certifications Certified Recruitment Officer Meric, Nov 2016 Human Resources Specialist Program Technical and Vocational Training Corporation, Feb 2019 2016 Mosaic’s International Leadership Program Top 20 Finalist