Senior Associate - Succession Planning (UAEN Talent)

• Strategy • Supports the development and updating of the talent management framework, Talent Review Strategy, and related procedures in line with EGA policies and procedures. • Supports the development and implementation of departmental strategy for talent planning and succession across EGA. • Supports the development of methodologies for assessment and development centres, including the use of psychometric assessments. • Proposes section goals, initiatives, and KPIs for review and approval. Policies and Procedures • Implements section policies, procedures, and processes. • Ensures effective communication of departmental policies and practices to employees. • Supports the design and delivery of content and communication materials to promote awareness of policies and practices. • Regularly reviews, benchmarks, and recommends revisions to policies as required. • Ensures compliance with section, departmental, and EGA standards and processes. Processes • Assists in managing projects, including project scoping, implementation, communication, monitoring, and stakeholder coordination. • Participates in development needs analysis to ensure customized programs continue to meet business needs while remaining cost-effective. • Tracks and reports budget expenditure for initiatives, ensuring value for investment. • Supports organization-wide Talent Review, Talent Planning, Succession Planning, and Individual Development Plan (IDP) processes. • Supports the development of talent pools for high performers and high-potential employees across all organizational levels. • Provides input on available internal talent for non-critical vacancies and succession pipelines. • Co-facilitates talent review discussions to assess performance, potential, development readiness, and succession planning. • Identifies training and development needs and tracks progress against development plans. • Compiles talent information and supports business leaders in identifying high-potential employees for critical roles. • Reviews Individual Development Plans (IDPs) to ensure they are SMART and promotes joint ownership between managers and employees. • Tracks progress of development plans through feedback, coaching, and employee follow-up. • Ensures consistency and alignment across talent management processes and escalates gaps for corrective action. Coordination • Coordinates regularly with Human Capital Business Partners (HCBPs) on Talent Review, Talent Planning, and Succession Planning activities. • Coordinates development interventions, including on-the-job learning, mentoring, coaching, leadership programs, and blended learning initiatives. Coaching and Training • Guides and supports individual and group coaching sessions related to Talent Planning and Individual Development processes. • Co-designs and develops training materials, including e-learning programs, to support awareness and capability building. • Conducts awareness sessions and provides one-on-one coaching on Individual Development Planning. Reporting • Prepares reports and periodic updates for Senior Management, Executive Committee (ExCo), and Human Capital Committee (HCC). • Reports on the status and progress of talent management programs. • Produces customized reports on section activities and processes as required. Control and Quality • Ensures the quality and effectiveness of Individual Development Plans. • Compiles comprehensive talent information to support robust Talent Review discussions and informed decision-making. Budget Control • Tracks expenditure against budget and provides periodic budget reports. • Coordinates budget allocation within the department. Other Responsibilities • Performs additional duties related to the function as assigned. Authority / Decision Making • Works within approved policies and procedures while keeping the direct manager and team informed on relevant matters. • Provides regular updates to the direct manager on ongoing activities and issues. • Reviews action plans and recommends improvements to career development processes, policies, and procedures. • Reviews development plans to ensure relevance, quality, and compliance with required standards. • Maintains confidentiality of sensitive employee and organizational information. • Minimum Qualifications • Bachelor's Degree in Human Resources or a related discipline. • Recognized professional HR certification preferred. • Psychometric Assessment and/or Learning & Development qualification preferred. Minimum Experience • 6–8 years of experience in a specialist role within Career Development, Talent Development, or Learning & Development in a large organization. • Experience in assessment centres is preferred. Skills • Strong verbal, written, listening, presentation, and interpersonal communication skills. • Proficiency in Microsoft Office applications, particularly Excel and data visualization tools. • Strong planning and organizational skills. • Effective coordination and stakeholder management skills.