Senior Talent Management Specialist
S&M Solutions
مجموع سنوات الخبرة :4 years, 5 أشهر
Understood, here is a more detailed bullet point summary of the key duties and responsibilities of a Senior Talent Management Specialist:
- Strategic Talent Planning and Assessment:
- Analyze workforce data and trends to identify current and future talent needs
- Design and implement strategic talent management frameworks to attract, develop, and retain top talent
- Conduct comprehensive skills and competency assessments to pinpoint talent gaps and development opportunities
- Talent Acquisition and Onboarding:
- Partner closely with hiring managers to understand job requirements and devise effective recruitment strategies
- Lead candidate sourcing, screening, and evaluation efforts to build a robust talent pipeline
- Design and drive comprehensive onboarding programs to ensure a smooth transition for new hires
- Employee Development and Succession Planning:
- Develop and oversee employee training and development initiatives to enhance skills and capabilities
- Identify high-potential employees and craft personalized career development plans
- Design and facilitate leadership development programs to build a strong internal talent pool
- Performance Management and Engagement:
- Collaborate with managers to set clear performance goals, objectives, and metrics
- Provide guidance on effective performance feedback, coaching, and improvement plans
- Spearhead employee engagement initiatives to foster a positive, motivating work culture
- Compensation and Benefits Administration:
- Conduct market research and analysis to ensure competitive and equitable compensation and benefits
- Administer and communicate compensation and benefits programs to the workforce
- Advise on job evaluations, salary structures, and merit-based pay decisions
- HR Analytics and Reporting:
- Collect, analyze, and interpret HR data to uncover insights and make data-driven recommendations
- Generate comprehensive reports and dashboards to track key talent management metrics and KPIs
- Identify optimization opportunities and drive continuous improvement of talent processes
- Collaboration and Stakeholder Management:
- Partner cross-functionally to align talent management strategies with organizational goals
- Provide HR expertise and consulting to managers and leaders on talent-related matters
- Position oneself as a subject matter expert and thought leader on talent management best practices
Understood, here is a more detailed bullet point summary of the key duties and responsibilities of a Senior Talent Management Specialist:
- Strategic Talent Planning and Assessment:
- Analyze workforce data and trends to identify current and future talent needs
- Design and implement strategic talent management frameworks to attract, develop, and retain top talent
- Conduct comprehensive skills and competency assessments to pinpoint talent gaps and development opportunities
- Talent Acquisition and Onboarding:
- Partner closely with hiring managers to understand job requirements and devise effective recruitment strategies
- Lead candidate sourcing, screening, and evaluation efforts to build a robust talent pipeline
- Design and drive comprehensive onboarding programs to ensure a smooth transition for new hires
- Employee Development and Succession Planning:
- Develop and oversee employee training and development initiatives to enhance skills and capabilities
- Identify high-potential employees and craft personalized career development plans
- Design and facilitate leadership development programs to build a strong internal talent pool
- Performance Management and Engagement:
- Collaborate with managers to set clear performance goals, objectives, and metrics
- Provide guidance on effective performance feedback, coaching, and improvement plans
- Spearhead employee engagement initiatives to foster a positive, motivating work culture
- Compensation and Benefits Administration:
- Conduct market research and analysis to ensure competitive and equitable compensation and benefits
- Administer and communicate compensation and benefits programs to the workforce
- Advise on job evaluations, salary structures, and merit-based pay decisions
- HR Analytics and Reporting:
- Collect, analyze, and interpret HR data to uncover insights and make data-driven recommendations
- Generate comprehensive reports and dashboards to track key talent management metrics and KPIs
- Identify optimization opportunities and drive continuous improvement of talent processes
- Collaboration and Stakeholder Management:
- Partner cross-functionally to align talent management strategies with organizational goals
- Provide HR expertise and consulting to managers and leaders on talent-related matters
- Position oneself as a subject matter expert and thought leader on talent management best practices
Duties:
Understood, here is a more detailed bullet point summary of the key duties and responsibilities of a Senior Talent Management Specialist:
- Strategic Talent Planning and Assessment:
- Analyze workforce data and trends to identify current and future talent needs
- Design and implement strategic talent management frameworks to attract, develop, and retain top talent
- Talent Acquisition and Onboarding:
- Lead candidate sourcing, screening, and evaluation efforts to build a robust talent pipeline
- Design and drive comprehensive onboarding programs to ensure a smooth transition for new hires
- Employee Development and Succession Planning:
- Identify high-potential employees and craft personalized career development plans
- Design and facilitate leadership development programs to build a strong internal talent pool
- Performance Management and Engagement:
- Collaborate with managers to set clear performance goals, objectives, and metrics
- Provide guidance on effective performance feedback, coaching, and improvement plans
- Spearhead employee engagement initiatives to foster a positive, motivating work culture
- Compensation and Benefits Administration:
- Conduct market research and analysis to ensure competitive and equitable compensation and benefits
- Administer and communicate compensation and benefits programs to the workforce
- HR Analytics and Reporting:
- Collect, analyze, and interpret HR data to uncover insights and make data-driven recommendations
- Generate comprehensive reports and dashboards to track key talent management metrics and KPIs
- Identify optimization opportunities and drive continuous improvement of talent processes
- Collaboration and Stakeholder Management:
- Partner cross-functionally to align talent management strategies with organizational goals
- Provide HR expertise and consulting to managers and leaders on talent-related
1-Develop and implement talent acquisition strategies to attract and retain top talent.
2-Manage the recruitment process, including job postings, resume screening, interviewing, and selection.
3-Collaborate with hiring managers to identify staffing needs and develop job descriptions.
4-Manage relationships with recruitment agencies, job boards, and other talent acquisition resources.
5-Facilitate organizational development initiatives, such as training and development programs, performance management, and succession planning.
6-Analyze talent acquisition and development metrics to identify areas for improvement and make data-driven recommendations.
7-Stay up to date on industry trends and best practices related to talent acquisition and organizational development.
8-Ensure compliance with employment laws and regulations.
9-Maintain accurate and up-to-date HR records and files.
1-Partner with hiring managers to determine staffing needs.
2-Screen resumes and applications.
3-Conduct in-person and phone interviews with candidates.
4-Administer appropriate company assessments to evaluate candidate suitability.
5-Perform reference and background checks for selected candidates.
6-Make recommendations to hiring managers based on candidate evaluations.
7-Coordinate interview schedules with hiring managers and candidates.
8-Follow up on the status of the recruitment process and maintain relationships with internal and external clients to achieve staffing goals.
9-Communicate employer information and benefits to candidates during the screening process.
10-Stay current on the company's organization structure, personnel policies, and federal and state laws regarding employment practices.
11-Conduct exit interviews with departing employees to gather feedback.
1-Collaborate with hiring managers to identify staffing needs
2-Screen resumes and conduct interviews
3-Administer assessments to evaluate candidate suitability
4-Perform reference and background checks
5-Coordinate interview schedules
6-Build and maintain relationships with internal and external stakeholders
7-Communicate company information and benefits to candidates
8-Stay updated on the organization's recruitment policies and practices
9-Conduct exit interviews with departing employees
1-Develop and implement effective recruitment strategies to attract high-quality candidates.
2-Collaborate with hiring managers to understand job requirements and create job descriptions.
4-Source candidates through various channels including job boards, social media, and networking events.
5-Screen resumes and applications to identify suitable candidates.
6-Conduct initial phone screens and in-person interviews.
7-Coordinate and schedule interviews with hiring managers.
8-Manage the candidate experience to ensure a positive and professional interaction.
9-Maintain and update the applicant tracking system (ATS).
10-Provide regular updates to hiring managers on the status of open positions.
11-Conduct reference checks and background screenings as needed.
12-Assist in negotiating job offers and preparing employment contracts.
13-Stay up-to-date with industry trends and best practices in recruitment and talent acquisition.
Overview: The Diploma in Human Resources at The American University in Cairo is a comprehensive program designed to equip students with the essential knowledge and skills required for effective human resource management. The program combines theoretical foundations with practical applications, providing a well-rounded education in HR practices. Key Courses: Introduction to Human Resources Management: Covers the fundamentals of HR, including roles and responsibilities, organizational behavior, and strategic HR management. Recruitment and Selection: Focuses on effective talent acquisition strategies, interview techniques, and candidate evaluation. Employee Relations and Labor Law: Explores the legal aspects of employment, employee rights, and conflict resolution. Compensation and Benefits: Examines compensation structures, benefits programs, and performance management systems. Training and Development: Emphasizes the importance of employee development, training program design, and evaluation methods. Performance Management: Teaches strategies for assessing and improving employee performance, including feedback mechanisms and appraisal systems. HR Information Systems: Introduces HRIS tools and technology for managing employee data and HR processes. Skills Acquired: Effective recruitment and talent management techniques Understanding of labor laws and employee relations Design and implementation of compensation and benefits plans Development and evaluation of training programs Performance management and appraisal systems Utilization of HR information systems Program Highlights: Experienced faculty with industry expertise Practical case studies and real-world applications Networking opportunities with HR professionals Access to university resources and career services