Sr. Specialist, Learning and Development
Zamil Industrial
Total years of experience :15 years, 7 Months
•Maintain leadership, core and functional competency models that facilitate the assessment of candidates and employees.
•Coordinates talent review and succession planning processes to support organization-wide employee development.
•Maintain leadership pipeline to ensure business and leadership continuity.
•Partners with business unit to ensure effective performance feedback, coaching, and development for identified talent.
•Identify and develop company / individual learning initiatives that cost effectively focus employee development toward achievement of both business and personal career goals.
•Conduct training needs assessment, recommending and implementing programs to support key skill areas.
•Create development programs to all level of the organization.
•Device learning, assessment and survey tools to be used in all development programs.
•Partner with business unit in all leadership, career and performance initiatives.
•Responsible for leading, supporting and reporting on all talent management programs for multiple company locations.
•Partner with individuals from multiple company locations within an assigned region or division to introduce and provide continuous support of all talent management processes and programs.
•Partner with leaders to facilitate the talent management process of assigned locations including in identifying gaps in knowledge, skills or abilities and creating coaching and development plans to address the identified gaps.
•Provide end user support and training as needed for talent management tools.
•Research and proactively make innovative recommendation to drive improved benefits and efficiencies to the talent management process.
•Develop and or assist in developing new curriculum. Delivering training via virtual and classroom environment.
•Provide report reports for the talent management process but not limited to leadership surveys results, participation and progress of coaching.
•Provide consultation, resources and other support in the development of the company’s leaders.
•Report, analyze, and provide insightful feedback and consultation regarding data gathered thru need analysis, performance improvement plan, and individual development plan and job description.
•Lead team projects as assigned.
•Provide front line support to employees and managers ensuring all queries and actions related to training, performance management, and talent management, are resolved or distributed in line with service level agreements.
•Support local training administration by understanding trainers’ needs, sourcing and preparing venues and training materials, ensuring all HR sponsored training runs flawlessly in line with PM standards.
•Support the HR Managers in the talent management and performance management processes by sourcing reports, updating systems, attending functional talent reviews and taking minutes, and subsequently update systems in line with agreement.
•Provide support on the following HR-MOD initiatives: performance evaluation, mentoring, graduate trainee program, exit interviews and supports the HR business partners.
•Responsible for monitoring performance evaluation forms for both mid-year and year-end.
•Facilitates training programs designed by the region as needed by HR Business Partners and local MOD.
•Design and implement benefits program.
•Perform research to ascertain the best program to suit a company's structure, function, and size.
•Devise programs that include some of all of the following: medical, dental, and vision insurance and protection against catastrophic illness.
•Design other benefit programs that such as parental leave, long-term nursing or home care insurance, wellness programs, and flexible benefits plans.
•Prepare the compensation and benefits report and monitoring.
•Identify different schemes of the variable remuneration. Closely cooperates and manages the relationship with the external Auditor (SOX).
•Participate as the team member in the strategic projects and initiatives.
•Trains line managers in the complex usage of different HR and Compensation policies.
•Identify data collection tools, data sources, benchmarks, and performance targets.
•Consultation with management and other leadership to identify business processes.
•Create and implement programs at work that connect employees with business goals.
•Develop methods of measuring if performance management aligns with organizational goals.
•Develop best practices for successful leadership values and characteristics for strategic planning.
•Develop team-building exercises and workshops.
•Devise a training strategy for the organization.
•Talk with management to identify specific work situations requiring employees to better understand changes in policies, procedures, regulations, and technologies.
•Implement organizational effectiveness interventions.
•Manage the delivery of training and development programs and, in a more senior role.
•Identifying training and development needs within an organization through regular consultation with the business unit/managers.
•Design training and other related programs.
•Develops a comprehensive training package to motivate employees and imbibe in them newer skills.
•Estimates of the costs of these training programs and keep expenses within the budget.
•Plan, organize, and implement a range of training activities.
•Conduct orientation sessions to assess level of skills.
•Evaluate training program and training session effectiveness.
•Ensure the availability of development and training opportunities to employees in order to improve their performance to achieve the objectives of the organization.