Manager / Sr. Manager HR

Job Purpose / Statement:

The Talent Management and Development Specialist is responsible for developing, implementing, and managing strategies that promote employee growth, retention, and leadership succession within the organization. This role will lead the design and execution of Individual Development Plans (IDPs), Succession Planning, and Career Progression frameworks, ensuring alignment with organizational goals and the development of a high-performing workforce. The Specialist will work closely with HR leadership, department heads, and employees to support career growth, improve employee engagement, and prepare future leaders.

JOB RESPONSIBILITIES :

Talent Management:

• Design and implement talent management strategies that align with the companys long-term goals.
• Analyze current workforce capabilities, identify talent gaps, and recommend solutions to develop, retain, and attract high-potential employees. • Monitor key talent metrics (turnover rates, performance trends, employee satisfaction) and provide recommendations to leadership for improvements. • Collaborate with senior leadership to identify critical roles and ensure succession readiness.

Individual Development Plans (IDP):

• Develop and maintain a comprehensive Individual Development Plan (IDP) program that supports employees growth and career goals.
• Work with managers to create and review employee development plans, ensuring they are aligned with both employee aspirations and organizational needs. • Provide guidance on learning and development opportunities, coaching, mentoring, and skill-building initiatives. • Track progress and outcomes of IDPs, and adjust strategies where necessary to ensure continuous development.

Succession Planning:

• Lead and manage the succession planning process for key roles across the organization, ensuring a pipeline of qualified candidates for critical positions.
• Conduct talent reviews to identify high-potential employees, create individual development tracks, and prepare them for leadership roles. • Collaborate with senior leaders to define succession planning strategies for both short-term and long-term organizational needs. • Regularly assess the effectiveness of succession plans, identify gaps, and make recommendations for improvements.

Career Progression:

• Develop career progression frameworks and pathways that align with organizational objectives and provide clarity to employees about their growth opportunities.
• Facilitate career conversations between managers and employees to explore career goals, challenges, and development needs. • Implement a system for internal mobility and job rotations to foster employee growth and retention. • Measure the effectiveness of career progression programs through employee satisfaction surveys, feedback, and retention metrics.