Company Name : Giza Systems

Talent Development Manager

Job Description

  • To design, maintain, monitor and enhance programs, policies and procedures in relation to Learning, Career Development and Succession Planning to identify and plan for career progression routes of employees; develop and execute appropriate learning plans for career and competency development; and to support succession planning so as to reduce operational risks within the parameters of the established People and Business Strategies
  • Design and develop innovative and highly effective talent development programs and processes to improve the depth and diverseness of talents.
  • Provide proficient consultation on all phases of talent development such as succession management, and career progression.
  • Work collaboratively with Technical Managers and People Experience Managers and provides subject matter expertise to the design, development and implementation of learning / organizational development strategies and programs that meet the needs of the company.
  • Collaborate with business leaders to develop and execute an incorporated approach to development, learning, and talent management.
  • Design and implement pioneering learning programs that develop and support the talent of the company.
  • Work with managers to assess development needs, perform gap analysis, design and lead programs that build people management and leadership skills and capabilities.
  • Manage new hire orientation and onboarding experiences for new employees.
  • Help in identifying high potential individuals, determine work abilities, and professional support needed to engage and retain new talent.
  • Utilize leadership development strategies, tools, processes to identify learning needs and employee competencies.
  • Identify employee readiness, talent gaps, and retention risks through evaluating talent.
  • Establish ways to measure the total effectiveness of all learning and development.
  • Generate appropriate monitoring reports for training spend, course attendance / completions and present the same to the People and Culture Leadership team for review.
  • Generate appropriate reports that measure the impact of training received by employees.
  • Provide appropriate reports and analysis of learning needs to support the budgeting process for learning and career development activities.
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