Performance & Talent Management Specialist

Performance Management: 

• Engage in all performance management processes for business unit employees (annual performance review process, KPIs, employee development planning). • Extracting reports and ensuring system performance and accuracy. 
• Responsible for the timely completion of performance reviews and evaluations for employees.
• Help in developing a “system usage” awareness tool kit and training sessions for users.
• Assisting the awareness sessions planned to communicate the performance management system with the HR business partners and sector heads quarterly. 
• Assisting the senior managers with finalizing the departmental KPIs and cascading it to the department’s employees. 
• Maintain and abide by the talent performance management framework, guidelines, and timeline.
• Update and archive all performance management system documents and ensure the confidentiality of their information. 

Talent Management: 

• Conducting TNA from the performance gaps results on a yearly basis. 
• Handling communication and training logistics with third parties and concerned departments. 
• Following up with the finance team on invoice settlements. 
• Participating in designing the criteria for implementing succession planning. 
• Manage & Implement training plans.
• Monitor training costs and evaluate the training program's effectiveness. 
• Prepare reports measuring training results.

 Organizational Development: 

• Communicate organizational planning / Re-Org of the company’s business unit in coordination with OD responsible including the revision of roles, responsibilities, and job descriptions.
• Responsible for updating and modifying company policies 
• Support the promotions yearly report and review requests according to the internal promotions policy. 
• Facilitates new employee orientation program for new hires.
• Managing the communication with TMG business consultants regarding the restructuring projects: - Communicate employee data and ensure headcount plans proposed matches departments needs 
• Reviewing job descriptions, org. charts, workflow, and scope of work submitted from consultants. 
• Updating current organizational structures.