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PRINCIPAL ACCOUNTABILITIES

Implement the talent management strategy and frameworks to enable maximum utilization of people resources.

• Engage and consult with senior executives and line managers to define strategic talent needs for their respective businesses

• Engage departmental heads and Human Resource Business Partners (HRBPs) to identify needs and gaps for leadership roles, specialist roles, and other strategic talent segments

• Develop and review talent management processes and tools

• Develop and review talent management metrics to measure effectiveness of talent management programs

• Prepare and submit periodic reports that indicate important trends, performance against goals, and any issues of concern

• Develop and review the critical role assessment tools and identify the URA critical roles in line with the corporate strategy and competency frameworks

• Build talent profiles for key positions

Conduct Talent Audit/ Assessments into the existing workforce to identify and profile talent segments and pools

• Develop an assessment strategy and lead the development and implementation of assessment programs for key talent segments

• Identify high potentials for development and maintain an updated database to inform the leadership pipeline

• Identify and design high-potential management and development programs that align with business strategies

• Design and develop curricula for the leadership development programs

• Prepare content and materials for the implementation of leadership programs

• Evaluate the effectiveness and impact of leadership development programs

• Conduct leadership audits

• Create, maintain and update a pool of critical talent in the Authority

Monitor and evaluate the effectiveness of the Talent Management Program to ensure existence of a reliable Talent pipeline.

• Liaise with heads of departments and human capital development to ensure that talent in the pipeline receive appropriate training and development opportunities

• Develop and monitor implementation of strategies that help to direct the career pathing processes to enable key talent gain critical experiences to realize their potential

• Develop a strategic diversity plan that ensures a diverse talent pipeline and supports business objectives

• Prepare and submit periodic reports to the line manager indicating important trends, performance against goals, and any issues of concern

• Own high-potential management and development programs that align with long-range business strategies

Implement Succession and Career Management inititiatives

• Identify high potentials for development and maintain an updated database to inform the leadership pipeline

• Direct the process for defining and ensuring a strong bench of ready candidates for key roles

• Define and develop career paths to guide staff on career direction

• Conduct career guidance for staff, organise and coordinate career management workshops

Plan and manage the performance of the business unit and staff under supervision so as to improve productivity and efficiency.

• Develop and monitor a Business Unit Work plan

• Develop performance agreements with all the staff under supervision.

• Monitor staff performance and provide guidance and periodic feedback for performance improvement.

• Prepare and submit periodic M&E reports

• Develop and update risk register for the business unit

• Document and review the unit business processes

• Respond to audit queries regarding the business unit and update the respective Audit Management system