Head of HR Development

Job Description

Responsibilities
* Develop and implement Human Resources Development programs aligned with the organization’s overall strategic objectives and business strategies.
* Design and implement a comprehensive Talent Management system, including the identification and development of high-potential employees and key talent.
* Design and implement succession planning programs for key positions and managerial roles across the organization.
* Design and continuously improve the Performance Management system and ensure the effective implementation of employee performance evaluation processes.
* Identify employees’ learning and development needs and develop competency-based training and development programs aligned with business requirements.
* Design and implement organizational, managerial, and functional competency models and ensure their continuous review and enhancement.
* Design career paths and professional development frameworks and create opportunities for internal growth and career advancement.
* Design and implement management and leadership development programs with a focus on developing the organization’s future leaders.
* Conduct competency gap analyses and develop Individual Development Plans (IDPs) for employees and managers.
* Collaborate with managers across different functions to identify development needs and provide solutions aligned with business requirements.
* Design and implement initiatives to enhance employee engagement, motivation, and retention of key employees.

Qualifications
* Bachelor’s degree in Human Resources Management, Management, Psychology, Industrial Engineering, or a related field.
* Minimum 3 years of relevant experience in Human Resources Development.
* Experience working in large organizations, complex organizational structures, or companies with a large workforce.
* Proven hands-on experience in designing and implementing Talent Development, Succession Planning, and Performance Management systems.
* Strong expertise in designing and implementing Talent Management and Succession Planning frameworks.
* Strong expertise in competency modeling and competency assessment for managers and employees.
* Strong expertise in designing and implementing Performance Management systems.
* Strong knowledge of career pathing and Individual Development Plans (IDPs).
* Proven ability to design and implement management and leadership development programs.
* Strong expertise in Training Needs Analysis (TNA) and the design of Learning & Development programs.
* Familiarity with emerging technologies and intelligent tools applicable to Human Resources.