Talent Supervisor

Young Talent Manpower Planning and Budgets

• Formulate department budgets, objectives and priorities where young talent programs and growth is involved.
• Provide input on the function ‘s budget requirements and accordingly track expenses and ensure it stays within its operating budget
• Assists with manpower planning to ensure young talent and young professionals are advancing in their careers.
• Support the implementation of the nationalisation strategy where young talent have been identified as appropriate
• Set young talent targets and works with senior management to identify positions and departments to be filled exclusively with young nationals

Young Talent Recruitment

• Leads young talent recruitment campaigns and events within NOMAC as required
• Provide support to the business to source, attract, select and facilitate retention of young talent with a view to integrate them into the organization‘s mainstream smoothly.
• To define hiring requirements of young talent and be actively involved.
• Participates in the recruitment effective management and development of nationals

Talent & P&C KPI Reporting & Procedures

• To produce monthly P&C KPI and Talent dashboard
• Set and advise on, monitor and track policies and procedures of young talent.
• Collaborate with senior management to develop and disseminate appropriate young talent policies and procedures, and advises internal stakeholders on their implementation.
• Participate in the review of NOMAC's regulations, policies and procedures to ensure that any barriers for young talent employment are identified and reduced or removed
• Develops and maintains accurate records, reports and documentation pertaining to young talent-related initiatives across NOMAC
• Produces metrics and reporting analysis on young talent for senior management as required

Young Talent Development

• Take part in the continuous improvement of NOMAC’s young talent efforts and programs
• To design the framework and drive the content design of development plans with key stakeholders for the business to run young talent programs
• Supports young talent development through blended learning interventions
• Propose learning interventions for young talent with key experts in NOMAC
• Deliver key learning programs for young talent population.
• Follow up with young talent on their progress and engage stakeholders where required to support their development plans.
• Ensure the success of critical nationalisation development programmes
• Conducts internal surveys, market research, and networks with other HR professionals to ensure that NOMAC's young talent programs embraces current best practices.

Young Talent/Professionals’ Career Reviews

• Hold career review sessions with young professionals to check on their progress of their personal development plans.
• Engage with external partners where required for assessment and development interventions to support career growth of young professionals.
• Engage HRBPs and Line Managers where needed to ensure young talent is receiving personalised discussions about their career direction and progress
• Keeps abreast of developments in the technical and behavioural provisions in NOMAC to offer learning opportunities for their career journey and development activities where suitable

Young Talent Performance Management

• Induct, orient and introduce the interns to their roles, monitor their progress during the first 90 days of onboarding through probationary period if applicable.
• Guide and motivate young talent to enhance performance and produce quality work, and ensure that they are continuously developed for higher level roles.
• Prepare performance evaluation and appraisal criteria of young talent to assess their productivity and progress,
• Support the implementation of the performance management cycle for young professionals to build their knowledge and understanding of goal setting, mid-year reviews, and year end evaluations.
• Assist with PM session delivery to young professionals to build an understanding of the importance of feedback and dialogue in a performance driven culture

Career Events & Career Funding with External Bodies

• Network with National Placement Agencies, Universities, Education and Technical Boards responsible for maintaining a database of Nationals to keep abreast of the placement demands and provide opportunities to absorb them into the organization.
• Represent the organization in Career Fairs, Placement Workshops, Seminars held for National Job seekers in order to enhance the visibility of the organization in the National Job Market
• Network with relevant Government authorities and be aware of Government regulations and ensure these are reflected in the Group where relevant, e.g. the Tawteen and HRDF programmes
• Ensure that relationships are developed and maintained with all local Government bodies supporting so relationships can be leveraged to the advantage of the organization.

• Proficient in English language and Arabic.
• Analytical, Communication and Interpersonal skills
• Computer literacy
• Project management skills

        BEHAVIOURAL COMPETENCIES

         Decides Quality

        Communicates impactfully

        Develops Oneself

       Shows Resilience

       Instils Trust

• Bachelor's Degree in Management or HR is preferred