Job Summary
The Assistant Manager, Talent and Organizational Development work closely with business leaders to ensure that the organization has the capable and well-qualified talent to drive business growth and continuity and to identify organizational performance and development gaps and develop, implement, and evaluate the required interventions to close the gaps.
Key Responsibilities
- Analyze the supply and demand of talent through the organization and partner with business leaders to identify, develop, retain, and engage critical talent to help drive business growth and continuity.
- Generate and maintain a talent pool so that talent on demand is available to meet requirements for high quality talent to provide for management succession.
- Develop the organization as an employer of choice so that high quality talent is attracted, recruited and retained.
- Prepare and develop talent for future managerial and leadership positions to ensure continued business growth and success.
- Develop performance management framework and processes to raise individual and organizational performance and foster high-performance culture.
- Develop and implement organizational competency framework to provide for the foundation for strategic talent processes, including talent planning, resourcing, talent identification, talent development, career and succession planning and performance management.
- Develop and implement career development pathways so that talented people can advance their careers within the organization by moving laterally, vertically or diagonally upward.
- Design jobs and develop roles that give people opportunities to apply and grow their skills and provide them with autonomy, interest and challenge.
- Plan and implement talent engagement and retention programs to enhance organizational satisfaction, commitment and loyalty.
- Identify organizational performance and development gaps and develop, implement, and evaluate the required interventions to close the gaps.
- Develop and implement change programs to achieve organizational effectiveness and promote high-performance culture.
Key Challenges
- Balance between strategic and operational demands
- Balance the needs to develop talent for current roles and future roles
- Embrace healthy conflicts within the organization
- Constantly initiate, plan, lead and manage organizational changes
- Use an evidence-based approach to build business cases for change initiatives