Talent Manager

Employee Relations & Engagement:

• Employee Satisfaction & Motivation: Develop and implement strategies to enhance employee satisfaction, engagement, and motivation, fostering a positive and productive work culture.
• Conflict Resolution: Effectively mediate and resolve employee disputes and grievances, ensuring fair and consistent application of company policies.
• Exit Interviews: Conduct thorough exit interviews to gather feedback, analyze trends, and identify areas for improvement in employee retention and workplace environment.
• Employee Relations Oversight: Supervise and manage all aspects of employee relations, ensuring compliance with labor laws and internal policies.
• New Employee Onboarding: Design and implement robust onboarding programs for new employees to ensure a smooth transition and rapid integration into the company culture.

Training & Development:

• Training Needs Analysis: Conduct thorough training needs analyses to identify skill gaps and development opportunities for employees at all levels.
• Training Planning & Delivery: Develop comprehensive training plans, design engaging training programs, and facilitate or coordinate their delivery.
• Specialized Events: Organize and manage specialized HR-related events, workshops, or training sessions to enhance employee capabilities and knowledge.
• Succession Planning: Develop and implement robust succession planning strategies to identify and prepare high-potential employees for future leadership roles.
• Career Development Planning: Create and support career development frameworks and resources to help employees achieve their professional growth aspirations.

Talent Acquisition & Onboarding:

• Recruitment Planning & Strategy: Develop and execute comprehensive recruitment plans and strategies to attract diverse and qualified candidates.
• Candidate Interview Management: Efficiently manage the interview process, including scheduling, conducting interviews, and providing structured feedback to hiring managers.
• Candidates Sourcing and Selection: Utilize various channels , Participate actively in candidate selection, ensuring alignment with job requirements and organizational culture.
• Job Offers: Prepare and extend compelling job offers, negotiating terms and ensuring a smooth acceptance process.

Compensation, Benefits :

• Entitlements & Benefits Planning: Develop, implement, and administer competitive compensation and benefits programs that attract and retain top talent.
• Salary Structure Management: Design and maintain a fair and transparent salary structure, conducting regular market benchmarking.
• Rewards & Recognition: Develop and manage reward and recognition programs to acknowledge and incentivize employee contributions.
• Entitlement Indicators: Monitor and report on key entitlement indicators to ensure compliance and effective benefits utilization

Talent Management & Development:

• Competencies Management: Define, assess, and develop core competencies required for various roles, integrating them into talent acquisition, performance management, and training initiatives.
• Qualifications Assessment: Evaluate and manage employee qualifications, ensuring alignment with job requirements and identifying opportunities for upskilling or reskilling.
• Talent Decisions: Make informed decisions related to talent management, including promotions, transfers, and career pathing, based on performance, potential, and organizational needs.
• Handing Over/Workflow Management: Oversee and streamline the process of task and knowledge transfer within HR and across departments, ensuring smooth operational transitions.
• Human Resources Analysis: Conduct in-depth analysis of HR data and metrics to identify trends, inform strategic decisions, and continuously improve HR processes and outcomes.
• Periodic Reports: Prepare and present comprehensive periodic reports on various HR functions, including workforce analytics, talent development progress, and key HR decisions to senior management.
• Hiring Decisions: Play a pivotal role in final hiring decisions, ensuring that selected candidates align with organizational needs, culture, and long-term strategic goals.
• Grade Decisions: Manage the job grading system, ensuring fair and consistent application of grading criteria and making decisions related to job classifications and levels.
• Transfer Decisions: Facilitate and make decisions regarding employee transfers, considering both individual development and organizational requirements.
• Contract Decisions: Oversee and make decisions related to employee contracts, including terms, renewals, and terminations, ensuring compliance with labor laws and company policies.
• Reward Management Decisions: Develop and implement strategies for reward management, making decisions related to bonuses, incentives, and other forms of recognition to motivate and retain employees.
• Disciplinary Action Decisions: Handle and make decisions on disciplinary actions, ensuring due process, fairness, and adherence to company policies and legal requirements.