Leadership Development Specialist
Abu Dhabi, UAE
Basic Function:
• The Leadership Development Specialist is accountable for establishing and embedding effective leadership development strategies linked to the on-going business and people strategies and plans within HQ and across the Group.
• Reviews and establishes and integrates best practices across the group.
• Advises Corporate Directors and Executives on Leadership Development issues.
• Develops and implements Group Leadership Development policies, processes, systems, procedures and programs, in coordination with Internationally recognized providers and facilitates group wide integration and implementation through line management.
• Establishes effective leadership assessment, development needs analysis and succession planning processes to assure a sustainable supply of 'talented' leaders at Corporate levels.
• Leads a small highly professional team of skilled National and Expatriate team members to achieve these business critical activities.
Worked Performed
The Leadership Development Specialist is accountable for:
• Identifying and tracking potential internal and external political, economic, strategic, technical, legal and environmental and other employment market forces affecting the future leadership pipeline for Company Corporately.
• Reviewing emerging Business Strategies, Business Plans and Manpower Plans annually to determine their implications for future corporate Leadership requirements and undertaking an annual 'gap analysis'.
• Designing, implementing and reviewing leadership development strategies and plans annually to address 'gaps' and support Company Business Plans and targets.
• Reviewing existing and potential Leadership Development providers to select those who will best deliver the standards and excellence of output needed to grow capable corporate leaders for the Group
• Defining, in discussion with Company Leadership, the current and future Leadership values and behaviors required for enhancing maximizing staff engagement, growth and team performance corporately.
• Creating an Company Group Leadership Development Forum, to review quarterly issues and opportunities for the group, and to agree a common approach to their resolution or action
• Liaising with selected external 'course providers' and 'stakeholders' the Leadership Development Specialist will identify and establish the required technical and behavioral skills and competencies demanded at each leadership level of the organization - from Specialist to Director.
• Designing and implementing Leadership behavioral competency frameworks to support the management values and behaviors, at each level, corporately across the Group.
• Designing, developing and implementing an effective Leadership succession planning process for Company HQ and subsequently for integrating corporately, including biannual reviews of nominees'
• development status and potential for progression.
• Establishing two levels of 'high potential' Talent Management programs in liaison with selected external and internal providers, for 'Managerial Talent' in JG 16 -18 and 'Executive Talent' at JG 19+.
• Liaising with the Talent Acquisition Team to align 'Managerial Talent' progression and development with the 'Young Talent' programs being established for young Nationals with demonstrated potential in JG13-15.
• Establishing effective Leadership selection and assessment criteria, standards and processes; implementing them, and maintaining them consistently across the group to ensure the right candidates are nominated for consideration and appointment to leadership roles.
• Actively working with external assessment providers to deliver effective 'development needs' assessment for each of these levels of acquired talent,
• Reviewing and recommending refinements to, and/or, re-design of leadership development processes for executives at SVP and above in HQ and subsequently in an integrated fashion corporately.
• Establishing and implement a top level coaching and mentoring programme to support future Leaders at senior levels, and below, in the group Headquarters.
• Designing and implementing two 18 month duration 'talent development' programs; assessing potential providers and assessors; selecting the most suitable for implementing at each leadership level, 'piloting' them and rigorously validating their return on investment through the use of effective performance tracking criteria, measures, systems and processes,
• Facilitating, in liaison with line management suitable 'on the job' development projects and assignments to practice and hone the use of the 'tools' and 'skills' learned on the development programs with external providers.
• Establishing 'internal and 'external coaches and mentors to support nominated 'core' and 'executive' talent through their development programs, 'assignments' and projects.
• Establishing an effective alumnae networking series of events, attended by invited 'global gurus' to discuss common corporate leadership issues and solutions.
• Establishing an annual budget, performance targets and KPIs for Leadership Development in discussion with the Head of Talent Management and ensuring that the necessary tracking processes are in place to monitor progress monthly, quarterly and annually towards achievement of those targets
• Managing the Leadership Development section within Talent Management, including on-going motivation, communication, involvement, allocation of duties, delivery of results, continuous improvement of processes as well as coaching and achieving individual and team professional growth
Minimum Requirements:
• BA/BSc./BE (Bachelors Degree) in a related degree (e.g. Occupational Psychology) or an MBA with a specialist major (e.g. HR, OD, LD, MD). A professional qualification is advantageous (e.g. BPS, CIPD or SHRM).
• 10 years' experience of designing, implementing and sustaining effective leadership development, succession planning, and high potential visions, policies, programs, processes and procedures for C Suite positions and below.
• Oil and Gas industry background, and /or, a proven track record in a recognized international business Organization or consultancy.
• Comfortable operating at board and Senior Management levels.
• Political sensitivity, and confidence to coach effectively, challenge creatively, recommending and gain top level 'buy in' to implementable solutions.
• Able to positively involve and influence key stakeholders from within the business management and HR functional departments within the group.
• Proven skills in networking, team working, performance delivery, and change management.
• Ability to manage, drive and motivate a mixed national and expatriate professional team to achieve success, whilst Coaching and developing national team members for future growth and accountability.
Kindly send your updated CV to fivecont@emirates.net.ae and mention in the subject the position you are applying for or click here to apply.
