Senior Manager, Talent Development

Job Purpose \- Supporting the design, implementation, and evaluation of talent development initiatives; \- Managing the coordination and administration of training sessions, workshops, and talent development activities; \- Engaging with identified talent and key stakeholders to maintain alignment of talent solutions to business priorities; \- Creating and maintaining appropriate records to support the development and delivery of data\-led insights and actions; \- Assisting in the coordination and delivery of talent assessments; \- Monitoring and reporting on the effectiveness of talent development initiatives, ensuring alignment with organisational goals and policies; \- Supporting identified talent with the creation and maintenance of individual development plans and talent profiles; \- Supporting the execution of the global Diversity, Equity and Inclusion strategy; \- Delivery of the annual succession planning cycle, working across verticals with People Advisory \& Business Partners, Talent Acquisition and key business stakeholders to define and oversee the execution of a business led buy vs build strategy; \- Providing broader support to the Head of Talent Development and wider People \& Intellectual Capital Group on critical initiatives and projects. Key Result Areas: Talent Management: Talent Development Interventions: \- Collaborate with the Head of Talent Development to develop and implement Mashreq’s Talent Development strategy across the Group; \- Work with Head of Talent Development to tailor solutions to the needs of different verticals and leadership levels, consulting with stakeholders at each phase of the talent management lifecycle; \- Responsible for preparing and maintaining talent development data and insights to drive effective decision making. \- Support the design and delivery of each phase of the talent lifecycle i.e. needs assessment, talent identification, succession planning, talent development, reporting and oversight; \- Support to collate, maintain and report on key materials, such as talent review outcomes, individual development plans, assessment data, talent profiles etc. \- Support the design and delivery of flagship, structured programmes; \- Support the engagement and management of vendors and the coordination of stakeholder engagements that will ensure investment in the development of talent is aligned to business needs; \- Coordinate the identification of target audiences and the facilitation of nomination processes; \- Assist with the development and delivery of the communication plan, ensuring programme participants, line managers, People Advisory \& Business Partners and other key stakeholders are updated at each stage; \- Monitor and report on programme attendance, engagement and feedback; \- Support with the coordination of associated logistics, implementing ideas to promote a high level of participant experience. Cyclical Talent Management: Talent Programmes: Succession Planning \& Leadership Development: \- Work with the Head of Talent Development on the succession planning model for senior level management, preparing the materials to support review sessions and succession calibrations; \- Maintaining succession planning data in the system and generating appropriate reporting and insights; \- Creating succession dashboards to illustrate areas of focus, updates to plans and successor movement; \- Tracking the investment in the development of identified successors. Organizational Development: \- Support broader initiatives as required that contribute to the development of Mashreq’s talent pipelines, for example the Graduate proposition; \- Work on internal and external branding initiatives that elevate the talent brand and showcase Mashreq’s investment in talent and career development; \- Support the delivery of Mashreq’s global Diversity, Equity and Inclusion strategy; \- Support the wider Intellectual Capital and Organisational Development team to create a market leading development proposition. Operating Environment, Framework and Boundaries, Working Relationships: \- Interact with managers and identified talent across the Bank, and build a level of trust in order to facilitate the delivery of talent interventions; \- Provide guidance and support to business stakeholders, identified talent, and managers across the organisation; \- Coach and support managers and People Advisory \& Business Partners on appropriate solutions to meet their needs; \- Support to create brand awareness of Mashreq’s investment in career and talent development; \- Maintain focus and enthusiasm around Leadership development and on building a clear succession pipeline. \- Support to track and report on all relevant budgets are adhered to. \- Operates in a competitive and demanding environment where (internal) customers are extremely demanding, where timelines are crucial and quality of learning solution design and delivery is of significant importance. \- Support to design and implement interventions which are in line with business goals and provide for the future of the leadership pipeline, inclusive of succession planning; \- Develop and maintain effective relationships both internally and externally; Problem Solving: \- Ability to assess the environment, analyse data and provide insights to support senior leaders to make more informed decisions; \- Sound judgment, able to read situations, apply clear discretion and clear thought to resolve them; \- Manage the expectations of stakeholders by providing appropriate advice and consultation. Decision Making Authority \& Responsibility: \- Use discretion and expertise in providing consultation to internal customers; \- Ensure that the design and selection of all development interventions provides a demonstrable return on the investment; \- Bring best practices of talent development to the organization, aligned to business priorities; \- Play a role in the selection and review of external training providers in consultation with the business, in\-house subject matter experts, Legal team and Centralised Procurement Department. Knowledge, Skills and Experience: \- Undergraduate degree in Human Resources, Business Administration, Psychology or a related field; \- Experience of working in a talent development, training or related HR function is preferable; \- Excellent communication and interpersonal skills; \- Demonstrable organisation and project management skills; \- Familiarity with talent assessment tools and methodologies; \- Passion for diversity and inclusion, with a track record in fostering inclusive practices and processes.