Senior Associate - Succession Planning; UAEN Talent

Responsibilities

• Develop and update the talent management framework, talent review strategy, and related procedures in line with EGA policies and procedures.
• Develop and implement departmental strategy for talent planning and succession across EGA.
• Develop methodologies for assessment and development centres, including the use of psychometric assessments.
• Propose section goals, initiatives, and KPIs for review and approval.
• Implement section policies, procedures, and processes.
• Ensure effective communication of departmental policies and practices to employees.
• Design and deliver content and communication materials to promote awareness of policies and practices.
• Regularly review benchmarks and recommend revisions to policies as required.
• Ensure compliance with section, departmental, and EGA standards and processes.
• Assist in managing projects, including scoping, implementation, communication, monitoring, and stakeholder coordination.
• Participate in needs analysis to ensure customized programs meet business needs and are cost‑effective.
• Track and report budget expenditure for initiatives to ensure value for investment.
• Support organization‑wide Talent Review, Talent Planning, Succession Planning, and Individual Development Plan (IDP) processes.
• Develop talent pools for high performers and high‑potential employees across all levels.
• Provide input on available internal talent for non‑critical vacancies and succession pipelines.
• Co‑facilitate talent review discussions to assess performance, potential, development readiness, and succession planning.
• Identify training and development needs and track progress against development plans.
• Compile talent information and support business leaders in identifying high‑potential employees for critical roles.
• Review Individual Development Plans (IDPs) to ensure they are SMART and promote joint ownership between managers and employees.
• Track progress of development plans through feedback, coaching, and employee follow‑up.
• Ensure consistency and alignment across talent management processes and escalates gaps for corrective action.
• Coordinate regularly with Human Capital Business Partners (HCBPs) on Talent Review, Talent Planning, and Succession Planning activities.
• Coordinate development interventions including on‑the‑job learning, mentoring, coaching, leadership programs, and blended learning initiatives.
• Guide and support individual and group coaching sessions related to Talent Planning and IDP processes.
• Co‑design and develop training materials, including e‑learning programs, to support awareness and capability building.
• Conduct awareness sessions and provide one‑on‑one coaching on Individual Development Planning.
• Prepare reports and periodic updates for Senior Management, Executive Committee (ExCo), and Human Capital Committee (HCC), reporting status and progress of talent management programs.
• Produce customized reports on section activities and processes as required.
• Ensure quality and effectiveness of Individual Development Plans.
• Compile comprehensive talent information to support robust Talent Review discussions and informed decision‑making.
• Track expenditure against budget and provide periodic budget reports.
• Coordinate budget allocation within the department.

• Perform additional duties related to the function as assigned.

• Work within approved policies and procedures while keeping the direct manager and team informed on relevant matters.
• Provide regular updates to the direct manager on ongoing activities and issues.
• Review action plans and recommend improvements to career development processes, policies, and procedures.
• Review development plans to ensure relevance, quality, and compliance with required standards.
• Maintain confidentiality of sensitive employee and organizational information.

• Bachelor's Degree in Human Resources or a related discipline.
• Recognized professional HR certification preferred.
• Psychometric Assessment and/or Learning & Development qualification preferred.
• Minimum Experience:
  
  6–8 years of experience in a specialist role within Career Development, Talent Development, or Learning & Development in a large organization.
• Experience in assessment centres preferred.
• Strong verbal, written, listening, presentation, and interpersonal communication skills.
• Proficiency in Microsoft Office applications, particularly Excel and data visualization tools.
• Strong planning and organizational skills.
• Effective coordination and stakeholder management skills.