Job Description

Roles & Responsibilities

• 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.

Desired Candidate Profile

• 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.