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  • Job reference: RMS0163968

Corporate Talent Management Specialist

  • Sector: Engineering
  • Location: Saudi Arabia
  • Job type: Permanent
  • Date posted: 12/04/2016
  • Time left:
    d h m s
    (17/05/16)
This vacancy has now expired.
The Company:
Our client is a Multinational Chemical company which will construct, own and operate a world-scale integrated chemicals complex in Saudi Arabia. Once completed, the complex will represent the largest petrochemical facility ever built in a single phase. Our client will establish a world-scale manufacturing footprint that delivers a full range of value-added, performance products destined for the emerging markets of Asia Pacific, the Middle East, Eastern Europe and Africa.

The Role:
Role Description
Reporting to the Director of Talent Management & Organizational Effectiveness for Sadara, the Corporate Talent Management Specialist is responsible for driving the development, succession planning , and assessment of the top 100 leaders of Sadara. This leader plays a pivotal role in building out the functional capability of corporate talent management for Sadara. You will have a critical role in developing the senior leadership and executive bench strength of the company.
The position is located in Jubail, Saudi Arabia.
Principal Duties and Responsibilities:
• Helps develop Succession and Developmental strategy in support of the short-term and long-term business goals
• Design, development, and integration of all end-to-end talent processes including:
• Succession Management (Identification, Calibration, Assessment, Development Planning, Follow-up & Measurement)
• High Potential Learning and Development (tailored development planning for each leader)
• Assessment (Competencies, 360 feedback, Assessment Centers)
• Coaching (executive and leadership)

Candidate Profile
This leader will have led succession planning, executive leadership development and talent management in a progressive, high bar for talent environment. You will be known for innovative thinking, for being a strong domain expert as well as a very practical operator adept at driving execution of programs and processes. This leader will be both a strong analytical thinker and innovative idea generator. You will have had considerable success driving change to scale leadership. You will provide thought leadership and best practice in succession management and leadership development to create measurable value for Sadara. You will think strategically, engage, and influence senior leaders across cultures to achieve results that sustain Sadara’s performance and culture goals.
This leader will have demonstrated a keen understanding of the business, its culture and operating environment, and how that understanding translated to unique, on-target development solutions. You will have the experience, maturity, stature and judgment to gain credibility and respect among the business leaders.
This leader will also be a concise, effective and facile communicator. You will have a reputation for working exceptionally well in partnership with company leaders and human resources colleagues for driving positive change with companies as they grow. You will need to be very flexible and adaptable. Your success has come from developing customized approaches that leverage and complement the cultures of the companies in which they work versus favoring a particular academic approach and applying it in multiple settings. It is essential that this person has demonstrated the ability to develop vision and strategy while working in a hands-on, collaborative manner.
Significant experience in advising and coaching senior executives of a large company is essential. The successful candidate will have had considerable experience leading initiatives in a multi-cultural environment and will understand the nuances of multi-national organizations.
• Building Relationships and Using Influence: The ideal candidate will possess a high degree of balance between personal confidence and willingness to listen and partner. The successful candidate will show the ability to both learn from colleagues and add value to their thinking. The ideal candidate must demonstrate an ability to be quickly recognized as a key business partner and functional expert. The individual must, therefore, have excellent listening and cognitive skills and the ability to influence, shape and drive dialogue by building ‘buy-in’ across the organization. You will be a collegial and engaged employee, seeking to build immediate credibility across the HR organization as well as the broader organization.

HR Leadership Core Competencies
• Strategic Agility – Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans
• Managerial Courage – Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary
• Process Management – Good at figuring out the processes necessary to get things done; knows how to organize people and activities; understands how to separate and combine tasks into efficient work flow; knows what to measure and how to measure it; can see opportunities for synergy and integration where others can’t; can simplify complex processes; gets more out of fewer resources
• Organizational Agility – Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations
• Sizing up People – Is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside or outside the organization; can accurately project what people are likely to do across a variety of situations

Essential Skills / Qualifications:
Required Qualifications
• Masters degree in Organization Development, Organizational Psychology, or other OD discipline preferred
• 10-15 years of experience in OD and Talent Management, spending time leading Executive development, coaching, leadership development, and succession planning
• Required ability to think systemically and strategically in order to create value and drive business results through building top talent and a winning culture
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