Sr. Manager - Talent Development

Role Main Purpose

Functional Responsibilities

• Lead the design and execution of the overall talent development strategy, ensuring alignment with corporate objectives.
• Provide strategic oversight of the performance management framework, establishing policies, guidelines, and ensuring consistent application across the organization.
• Oversee the design and implementation of succession planning frameworks for critical roles.
• Direct the rollout of career development initiatives including IDPs, learning pathways, and competency frameworks.
• Oversee leadership and high-potential (HiPo) development programs to secure a strong leadership pipeline.
• Supervise the execution of assessment canters and executive assessments to evaluate leadership readiness.
• Advise senior leaders and managers on talent reviews, performance outcomes, and development strategies.
• Partner with senior leadership and HR stakeholders to foster a culture of accountability, continuous feedback, and employee growth.
• Evaluate the effectiveness of talent initiatives using KPIs and analytics, and drive continuous improvements.
• Build and maintain external partnerships with universities, consulting firms, and professional bodies to bring global best practices.
• Lead and develop the Talent Development team, ensuring capability building and knowledge transfer.

Leadership Responsibilities

• Oversee workforce planning and talent acquisition strategies, reports, figures, and budgets of HR operations department to ensure adequate staffing levels aimed at contributing to the achievement of the strategic objectives of Kidana.
• Set performance management objectives based on HR operations KPI's and performance targets for all reporting team members and perform mid-year and year-end performance reviews.
• Direct the identification of talent for pivotal roles in coordination with the Human Capital Department from a succession management standpoint.
• Take decisive action to ensure speedy resolution of unresolved grievances or conflicts among team members.

Educational Qualifications

Professional and Technical Certificates (Preferred)

Professional Experience

• 10+ years of progressive experience in Human Resources, with focus areas in career development, succession planning, or talent management.
• Experience supporting coaching programs, career frameworks, or internal development pathways.