Senior Talent Management Specialist.

Job Purpose

The Senior Talent Management Specialist is responsible for designing, implementing, and continuously improving integrated talent management practices across Talent Acquisition, Performance Management, Learning & Development, and Organizational Development.

The role aims to attract and retain high-potential talent, enhance employee performance and capabilities, strengthen organizational effectiveness, and ensure alignment between people strategies and business objectives. The position works closely with HR colleagues and department leaders to build a high-performing, capable, and sustainable workforce.

Key Responsibilities

1. Talent Acquisition:

• Manage the end-to-end recruitment process, from workforce requisition and job profiling to sourcing, screening, interviewing, selection, and onboarding coordination.

• Develop effective sourcing strategies to attract qualified candidates for technical, engineering, operational, and corporate positions.

• Partner with hiring managers to define job requirements, technical and behavioral competencies, and selection criteria.

• Apply competency-based interviews and appropriate candidate assessment methods to support objective hiring decisions.

• Maintain talent pipelines and candidate databases to support current and future workforce needs.

• Monitor recruitment KPIs, including time-to-fill, cost-per-hire, source effectiveness, and quality of hire.

• Ensure recruitment practices comply with approved policies, procedures, and equal opportunity principles.

2. Performance Management:

• Support the design, implementation, and continuous improvement of the performance management framework, ensuring alignment with organizational objectives.

• Coordinate the annual performance cycle, including objective setting, performance reviews, calibration, and feedback processes.

• Guide managers and employees on SMART objectives, KPIs, performance evaluation, and constructive feedback.

• Analyze performance results to identify capability gaps, high performers, development needs, and performance improvement opportunities.

• Support the development and implementation of Performance Improvement Plans (PIPs), in coordination with relevant managers.

• Facilitate talent reviews and contribute to succession planning, career development, and internal mobility initiatives.

• Prepare performance dashboards and analytical reports to support evidence-based HR decisions.

3. Learning & Development:

• Conduct Training Needs Analysis (TNA) based on performance results, competency assessments, business priorities, and organizational requirements to identify capability gaps and define learning objectives.

• Design, develop, and implement training programs and learning interventions aligned with identified development needs, organizational objectives, and required competencies.

• Apply instructional design methodologies and adult learning principles to develop structured learning programs, training materials, facilitator guides, presentations, exercises, and assessment tools.

• Develop and deliver training sessions and workshops in relevant areas of expertise, using appropriate facilitation techniques and interactive learning methodologies.

• Develop annual learning and development plans, learning pathways, and individual development plans (IDPs) in alignment with organizational priorities and identified competency gaps.

• Coordinate with SMEs and external training providers to develop and deliver high-quality technical, behavioral, managerial, and professional development programs.

• Evaluate training effectiveness using appropriate assessment methods, including participant feedback, knowledge assessments, learning outcomes, and on-the-job application.

• Monitor training budgets, participation rates, completion rates, and training effectiveness indicators, and recommend improvements based on evaluation results.

• Maintain training documentation, learning records, and reports to support continuous improvement and evidence-based learning and development decisions.

4. Organizational Development:

• Contribute to reviewing and updating the organizational structure, reporting lines, roles, and responsibilities in alignment with business requirements.

• Develop and maintain job descriptions and job specifications, ensuring consistency in job purpose, responsibilities, qualifications, and competency requirements.

• Support the development and maintenance of competency frameworks for core, leadership, and job-specific competencies.

• Participate in job analysis and job evaluation initiatives to promote internal consistency and alignment with organizational requirements.

• Review and document HR policies, procedures, workflows, and process maps to enhance operational efficiency and accountability.

• Contribute to workforce planning, manpower analysis, and organizational capability assessments.

• Support organizational change and improvement initiatives aimed at strengthening employee effectiveness and institutional performance.

• Develop reports and recommendations to identify organizational gaps, improve HR processes, and support continuous improvement.