Talent Development Section Head/Officer

The Talent Development Section Head/Officer will be responsible for identifying, developing, and nurturing the talent within the organisation. This role involves assessing training needs, creating development programs, and providing guidance to employees to help them reach their professional goals. The officer will play a key role in enhancing employee performance, engagement, and retention by supporting a culture of continuous learning and development. Key Responsibilities: 1. Talent Identification & Development: Assess organizational needs and work with leadership to identify skills gaps. Collaborate with managers to create personalized development plans for high-potential employees.

Design and implement training programs aimed at enhancing employee skills, leadership capabilities, and career growth. 2. Training Program Management: Develop and deliver in-house training sessions on a variety of topics, including leadership, technical skills, and soft skills. Organize external learning opportunities and partnerships with educational institutions. Track the effectiveness of training programs through feedback and performance metrics. 3. Performance Management Support: Assist with performance management processes, ensuring that development plans are aligned with individual performance reviews. Help employees set professional goals and provide ongoing coaching to support career development. 4. Succession Planning:

Work with HR and senior leadership to identify future leadership candidates and provide relevant developmental opportunities. Support the creation of succession plans for key roles within the organization. 5. Employee Engagement & Retention: Promote a learning and development culture that encourages employee engagement and retention. Regularly assess employee satisfaction related to development programs and propose improvements as needed. 6. Data Analysis & Reporting: Collect and analyze data on training program effectiveness, employee progress, and learning outcomes. Report on key performance indicators (KPIs) to demonstrate the impact of talent development initiatives. 7. Compliance & Best Practices: Ensure all development programs comply with relevant laws and regulations.

Stay current with best practices in talent development and human resources. Qualifications: Bachelor’s degree in Human Resources, Business Administration, Education, or a related field. A Master’s degree is a plus. Proven experience (3-5 years) in talent development, employee training, or related HR roles. Excellent communication, presentation, and interpersonal skills. Ability to work independently and as part of a team. Proficiency in HR software and Learning Management Systems (LMS) is preferred. Strong analytical and problem-solving skills.