Associate Director

About This Role

Job Description

Job Title : Associate Director - Organization Development

and Talent Management

Department: Human Capital

Reporting to: Executive Director- Human Capital

Location: Dubai, UAE

1. Job Purpose

The job holder is responsible for driving and executing organization's development strategy, leading change

management initiatives, and ensuring successful implementation of organizational and Talent management

programs that promote a high-performance culture. The role also involves developing and executing effective

strategies to improve organizational effectiveness including leadership development, succession planning, employee

engagement, and productivity.

2. Key Accountabilities:

• Develop and implement talent management initiatives and organization's talent management strategies,

programs and systems to facilitate Talent review process and enhance organizational effectiveness and

efficiency in alignment with the overall company strategy, mission, and goals.

• Analyze organizational processes and design and implement changes that improve operational efficiencies and

effectiveness.

• Define and establish a long-term talent strategy, including identifying critical jobs, assessing internal and

external availability, developing long-term plans to bridge gaps, and building a talent pipeline to retain high

performing employees.

• Evaluate the effectiveness of talent management programs and make recommendations for improvements to

enhance employee engagement, retention, and career development.

• Develop, evaluate, enhance, and maintain policies and procedures in relation to Talent management,

Organization development, and Succession Planning to identify and plan for career progression routes of

employees.

• Serve as a subject matter expert on Organization Development and Talent Management programs to assess

talent and improve the bench strength of talent by providing guidance to leadership team and managers and

addressing questions.

• Evaluate the effectiveness of talent management programs and make recommendations for improvements to

enhance employee engagement, retention, and career development.

• Define and establish long-term talent strategy that may include: identifying critical jobs, determining talent

gaps, assessing internal availability to bridge gaps and building a talent pipeline to retain high-performing

employees.

• Serve as subject matter expert for any talent & performance related activities including addressing questions

and concerns on employee career paths and succession plans to improve the talent bench strength

• Play an active role in developing various communications and interactions with teams and manage the internal

communication plan for all related matters in the performance cycle and trainings.

• Develop and maintain strong partnerships with internal and external stakeholders, including vendors, to ensure

effective delivery of talent management programs.

• Establish talent skill matrix to identify technical and behavioral competencies for various positions and

implement strategies to manage key talents across the company.

• Provide guidance and coaching to HR business partners and other stakeholders on talent management best

practices to improve effectiveness.

• Benchmark best practices in Organization development and Talent management and update the processes and

policies in-order to identify and efficiently plan career progression routes of employees.

• Build and maintain strong relationships with senior leaders, managers, and other stakeholders to understand

business needs and ensure alignment of talent management programs with the company's strategic objectives.

• Monitor key talent metrics to measure the success of talent management programs and make

recommendations for continuous improvement.

• Establish guidelines for identifying the Group talent and managing them in line with strategic objectives and

effectively coordinate with other functions in attaining, developing, and retaining organizational talent.

• Oversee the employee engagement program ensuring the yearly survey is conducted on time and results are

communicated to employees in-order to measure employee satisfaction and morale, monitor the effectiveness

and evaluate the company’s culture.

• Lead Gender Equality initiatives and provide support to Employee Engagement Team to facilitate team building

activities, special projects, and workshops as required.

• Benchmark best practices in Organization development and Talent management and update the processes and

policies in-order to identify and efficiently plan career progression routes of employees.

3. Key Performance Indicators

• Skill matrix and Competency mapping to mirror gap analysis.

• Succession planning effectiveness

• Talent strength / retention rate

• Employee engagement score, Engagement surveys, reporting and feedback

• Performance ratings and Goal attainment

4. Key Interactions

Internal:

• DH, DHRE and its vertical employees, departments and teams

External:

• Training vendors and solution providers / External consultants/ Professional bodies

5. Minimum Qualifications and

Knowledge:

• Bachelor's/ Master’s degree in Human Resources/ Organizational Development or

related field

• Professional certification in Organizational design (OD Certified Professional) / Talent

Management (Talent Management Certified Professional) / Senior Certified

Professional (SHRM-SCP) in Training and Development/ CIPD (Chartered Institute of

Personnel and Development) in learning and development - preferred

6: Minimum Experience (number

of years):

• Minimum 8-10 years of experience in talent management, organizational

development/ change management with at least 5 years in a leadership role in UAE

within a multicultural environment.