Senior Associate - Succession Planning (UAEN Talent)

Senior Associate - Succession Planning (UAEN Talent)

About Emirates Global Aluminium

Emirates Global Aluminium is the world’s biggest ‘premium aluminium’ producer and the largest industrial company in the United Arab Emirates outside the oil and gas industry. EGA is an integrated aluminium producer, with operations on four continents from bauxite mining to the production of cast primary aluminium and recycling. EGA employs over 7,000 of these people including more than 1,200 UAE Nationals. EGA operates aluminium smelters in Jebel Ali and Al Taweelah in the United Arab Emirates, an alumina refinery in Al Taweelah, a bauxite mine and associated export facilities in the Republic of Guinea, a speciality foundry in high strength recycled aluminium in Germany, and a recycling plant in the United States.

Job Purpose

Assists the Talent Planning & Succession Manager in developing Leadership pipeline for critical roles and key positions. Supports alignment and achievement of Talent retention, Emiratisation and D&I KPIs. Implements the process and plans for identifying and developing the strategic talent pools like High Potential employees with focus on nationals, IDPs etc.

Key Accountabilities

• Strategy – Supports the development and updates of talent management framework, Talent Review Strategy and procedures in line with EGA’s policies and procedures. Supports the development and implements departmental strategy in designing talent planning and succession across EGA. Supports the development of methodology for assessment and development centre, including the use of psychometric assessments. Proposes the Section’s goals, initiatives and KPIs for review and approval.
• Policies and Procedures – Implements the Section’s policies, procedures and processes. Effective communication of department’s policies and practices to the employees. Supports in designing and delivering content and communication for the awareness of the policies and practices. Regularly reviews, critiques and benchmarks the policies and proposes revisions as required. Ensures compliance to the process and standards set – section, department and EGA.
• Processes – Assists and collaborates for running projects including project scoping, implementation and communication strategy. Supports the manager in design, development, delivery and monitoring of the project with partners. Participates in the development needs analysis to ensure that the customized program is continuously meeting the needs of EGA, adding value whilst remaining cost effective. Tracks and reports the budget spend based on the initiatives with focus on value for investment in line with the cost conscious perspective of EGA. Supports in conducting the organization wide process of Talent Review, Talent planning and Succession, Individual Development Plan processes, in an integrated manner. Supports in building talent pools of high performer/high potentials at all levels of the organization to encourage greater effectiveness and productivity, and advice on available talent for internal vacancies in non-critical positions / feed into the talent / succession pools. Co-facilitates talent reviews through Talking Talent – to assess for professionalism and potential and development readiness, with a focus to develop internal candidates for critical positions and an overall enhancement in the competency level, through Talking development identify the training and development needs, track progress against plan. Compiles information and supports manager to offer counsel and occasionally challenge Business Area leaders in identifying potential and talented employees – for critical roles or key positions. Evaluates “SMART” nature of Individual Development and support joint ownership between the Line manager and the employee to implement and track progress of development. Tracks individual development plans by providing constructive feedback and counselling of employees; Communicates with employees to check for progress achieved against the identified developmental needs. Ensures alignment of process across different talent pools and highlights lapses to manager for remedial action.
• Coordination – Regular interaction with HC BPs on Talent Review, Talent Planning and Succession. Coordinate required development interventions – On the job, mentoring / coaching, Management & Leadership programs, Modern blended learning etc.
• Coaching and Training – Guide and oversee one to one and group coaching and training for Talent Planning cycle (Talent reviews) and Individual Development processes. Co‑design and develop training packages including e-learning courses for communication / awareness on relevant topics. Conduct awareness sessions, provide one on one coaching /guidance for putting the individual development plan in place.
• Reporting – Prepares reports and periodic updates to the Senior Management / ExCo / HCC. Reports on different programs and status. Customized reports on the all the processes in the section periodically.
• Control and Quality – Ensures the quality of development plans are maintained and meet requirements; Compiles and provides thorough talent information to the manager, that helps to maintain the rigor and quality of the Talent Review through engaging and challenging discussions. Budget Control – Track spend vs. budget and provide periodic reports and coordinate its allocation within the department on an ongoing basis.
• Others – Perform other tasks related to the function as they arise and as directed.

Authority / Decision Making

Work within agreed policies and procedures while keeping direct manager and team members updated on all matters; Update the direct manager frequently on all related matters; Review plans of action or discuss recommendations for improvement of existing processes, policies and procedures related to Career Development with direct manager; check and review development plans to ensure relevance and ensure they meet required standards. Handle and maintain confidential information.

Qualifications & Skills

• Minimum Qualifications – Degree in HR; Preferred recognised professional HR certification. Psychometric assessment / Learning & Development qualification preferred.
• Minimum Experience – 6-8 years in a specialist role in areas of Career Development & training practices and process handling, in a large organization. Experience in assessment centres is desired.
• Skills – Strong communication skills (excellent verbal, listening & presentation skills, excellent interpersonal skills). MS office skills – especially Excel and data visualization. Systematic planning and organization skills. Coordination skills.