Head of Talent Management
Trident Group
مجموع سنوات الخبرة :3 years, 6 أشهر
Head of Talent Management
Trident Group
As Head of Talent Management, I lead the strategic design and implementation of talent acquisition, development and retention programs. I oversee performance management, succession planning, and employee engagement initiatives, driving organizational success through a high-performance culture. My role involves partnering with senior leadership to align talent strategies with business objectives, utilizing data-driven insights to enhance effectiveness, and championing diversity and inclusion across the organization.
Key Responsibilities:
Strategic Leadership:
•Developed and executed comprehensive talent management strategies aligned with company goals.
•Provided visionary leadership to the Talent Management team, driving organizational change and fostering a culture of continuous improvement and excellence.
Talent Acquisition:
•Led robust recruitment processes to attract high-quality talent, collaborating with senior leadership to forecast staffing needs and ensure alignment with strategic goals.
Talent Development:
•Designed and implemented effective learning and development programs, enhancing employee skills and leadership capabilities.
•Championed initiatives to foster a culture of continuous learning and professional development.
Performance Management:
•Led the design and implementation of performance management systems that drive accountability and support career development.
•Ensured fair, consistent, and goal-aligned performance management processes across the organization.
Succession Planning:
•Developed and managed a robust succession planning process to ensure a strong pipeline of future leaders.
•Identified and nurtured high-potential employees for advanced roles within the organization.
Employee Engagement:
•Fostered a positive and engaging work environment, implementing initiatives that enhance employee satisfaction and retention.
•Conducted regular employee engagement surveys and implemented action plans based on feedback.
Diversity and Inclusion:
•Championed diversity, equity, and inclusion initiatives across the organization.
•Ensured talent management practices supported a diverse and inclusive workplace.
Data-Driven Decision Making:
•Utilised data and analytics to measure the effectiveness of talent management initiatives.
•Provided insights and recommendations to senior leadership based on talent metrics and trends.
Stakeholder Collaboration:
•Partnered with senior leaders, HR, and other key stakeholders to align talent management strategies with business objectives.
• Served as a trusted advisor on all talent-related matters.
Key Achievements:
•Successfully reduced time-to-hire by 20% through the implementation of streamlined recruitment processes.
•Increased employee retention rates by 8% through targeted engagement and development initiatives.
•Developed and launched a leadership development program, resulting in 15% of participants being promoted within the first year.
•Enhanced diversity and inclusion metrics, achieving a 6% increase in diverse hires and promotions.
As the Corporate CPO, led the organization's human capital strategy to drive business success, foster a positive workplace culture, and maximize the potential of the most valuable asset, people. In this pivotal role, worked closely with the executive leadership to align people strategies with the organization's overall goals and objectives, ensuring that the workforce is equipped and empowered to achieve excellence.
• Strategic Human Capital Planning: Developed and implemented comprehensive human capital strategies to support the organization's long-term vision and growth objectives. These included workforce planning, talent acquisition, succession planning, and leadership development initiatives.
• Talent Acquisition and Retention: Supervised talent acquisition efforts to attract and retain top talent, ensuring a diverse and inclusive workforce that reflects the organization's values and objectives. Implemented innovative recruitment strategies and employer branding initiatives to position the organization as an employer of choice.
• Employee Engagement and Culture Building: Champion initiatives to enhance employee engagement, morale, and satisfaction. Fostered a culture of inclusivity, collaboration, and continuous learning, driving employee motivation and commitment to organizational goals.
• Performance Management and Succession Planning: Develop and implemented performance management processes that align individual goals with organizational objectives. Identified high-potential talent and implemented succession planning strategies to ensure a pipeline of future leaders.
• Training and Development: Identified training and development needs within the organization and coordinated training programs to address skill gaps and enhance employee performance. Facilitated leadership development initiatives to build a strong talent pipeline.
• HR Technology and Analytics: Leveraged HR technology solutions, SAP HCM, SuccessFactors and data analytics to drive informed decision-making and optimize HR processes. Implemented and oversee the use of HRIS systems, analytics platforms, and other digital tools to enhance efficiency and effectiveness.
• Diversity, Equity, and Inclusion (DEI) Leadership: Drive diversity, equity, and inclusion initiatives to create a more inclusive and equitable workplace. Develop and implemented strategies to promote diversity at all levels of the organization and foster a culture of belonging.
• Stakeholder Management and Collaboration: Collaborated with cross-functional teams and external partners to drive HR initiatives that support business objectives. Build strong relationships with key stakeholders, including employees, managers, unions, and regulatory agencies.