Job description

1. Job Purpose

The incumbent is responsible for driving Company’s talent management and development initiatives by identifying and assessing future and current needs in alignment with the Strategic Plan. Drives the development of the Company learning culture while fostering an inclusive culture where all employees can leverage their unique talents. 

The incumbent is responsible for developing and implementing the annual organizational training/development strategy and budget and overseeing its implementation and assessing outcomes to build competency within the Competency. This role is also responsible for Succession Planning by developing talent acquisition & succession strategies. 

The incumbent will also be responsible of manpower planning by assessing the organizational / Operational requirements, managing and owning the performance management system, to include performance evaluations, performance development plans, and performance improvement plans. The Talent Development Lead is also responsible for conducting training needs assessments and providing training solutions to include, implementation, administration, and/or design and delivery of high-quality programs that engage, align, inform, and inspire employees in support of business strategy, goals, and initiatives.

2. Main Tasks & Accountabilities

Task Description

Manpower Planning • Assure the development of manpower plan for the Company which sets out the human resources requirements to staff the organization and provide for the necessary skills and competency base to successfully realize the business plans.

• Assure that the Department Managers are provided with background information for formulating short, medium, and long term, manpower plans to fulfill manpower requirements.

• Assure that Department forecasts are discussed along with the Department Managers and team and a consolidated budget for final approval to contribute to the preparation of the budget is submitted.

• Periodically monitor and report on manpower activities and review actual manpower movements against planned to ensure that plans are adhered to, and variations are identified, and the necessary action is taken.

• Develop a list of job vacancies considering the consolidated manpower plan across the Company.

• Ensure that all jobs in the Company have been analyzed and a comprehensive database of updated job descriptions is always maintained. 

• Assure the development job description for any new position in consultation with the concerned Department.

• Assure that recruitment plans are harmonized with manpower plans and that appropriate internal candidates are considered in preference to external recruitment and that opportunities for transfer of staff between Departments are fully considered and realized. 

Learning and Development • Assure identification of training and development needs in the Organization through job analysis, annual interview reviews and regular consultation with managers and staff.

• Assure collection of learning and development needs from all Department managers and define precisely the need (initial situation, expected situation and objective to achieve at the end of the training, profiles of the participants, level of priority, etc.) with them and with the Human Capital Manager.

• Define and propose to the Human Capital Manager and the direction an annual learning and development plan for the Organization, finding synergies in between departments, prioritizing training needs, assessing, and optimizing required budget.

• Validate the learning and development plan and budget with the direction, of Human Capital Manager.

• Implement the learning and development plan by organizing existing training activities as well as designing new training activities.

• Search for providers, assess proposals, establish, and negotiate new contracts in collaboration with the Procurement Department, brief on needs, review, and challenge training offer, etc. 

• Build learning and development paths for our staff, to ensure the development of their skills in line with their mission as well as the evolution of our organization. 

Performance Management • Provide support to Department Managers in developing strategic and operational leadership in the design, development, implementation, and communication of Performance Management Framework at Mazoon.

• Oversee and manages all activities related to the performance management cycle and manages all communication and monitoring of the process to ensure its effectiveness and relevance to the business.

• Design, implement and monitor Performance Management to enable employees understanding of the goals of Mazoon and to identify how individual inputs contribute to the achievement of Mazoon objectives, specifically through managing the performance cycle.

• Work in liaison with key stakeholders to establish and support the link between strategic business objectives and people’s day-to-day actions and tasks by implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance.

• Prepare and present reports detailing the status of Performance Management to Department Manager so that informed decision may be taken on behalf of HR department.

• Support the Training and Development Specialist, contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge among staff.

• Keep the Management informed on critical issues concerning the implementation of the performance management process, make recommendations to Management on key decisions points regarding the process.

Competency Management • Review and improve continuously our competency model to ensure its alignment with the Organization culture and stakes; facilitate their appropriation by all staff and managers.

• Build and send communications to all staff and managers to run the process smoothly. Provide support and advice to staff and managers in the overall process. 

• Review the Competency Framework from time to time and advise the Human Capital Manager on performance-related issues.

• Ensure the collection of data and build pertinent reports and KPIs to follow-up and manage the performance and competency development of our organization.

• Provide all necessary data to Human Capital Manager to ensure the link and smooth run or related administrative processes such as the annual bonuses, etc. 

Career Planning and Development • Assure Individual and group career planning services to help Company employees explore the range of positions available to them within the Departments.

• Advice regarding selecting the most appropriate next steps in training, preparation and experience that will prepare employees for existing or new positions in the short and longer term.

• Assist employees in determining their strengths, areas of improvement and interests. 

• Making materials available to staff members to outline how they can plan their careers, the range of career opportunities that are available, the varying paths that can be taken in a variety of occupational categories, what mechanisms are available to enrich their training and experience and who to contact for help.

• Promoting Mazoon as an employer that values career development and is committed to enhancing career development.

• Manage the process of succession planning development and retention framework that ensures business continuity and meet future aspirations of MDC.

Employee Engagement • Develop and communicate positive employee relations strategies and retention initiatives that foster and promote a culture of excellence. 

• Research and work with vendors and other departments to build employee engagement initiatives. 

• Serve as project point person on specific segments of employee engagement and communications programs, including contests, meeting logistics, meeting recaps, budget summaries, etc., to ensure all engagement programs are successfully implemented. 

• In collaboration with Communications and Marketing Department, designs regular employee engagement communication vehicles to employees by creating multimedia messages. 

• Supports design and administration components for employee engagement surveys. 

• Act as a focal point for the launch of Employee Engagement special programs and events. 

• Analyze information and identify workplace improvement needs. 

• Administers significant portions of rewards and recognition programs within the Company. 

• Performs all other duties as assigned.

Other Tasks • Comply with all Company policies and procedures. 

• Perform all the other tasks and activities as assigned. 

Quality, Health, Safety, Security & Environment • Responsible and be in alignment with the safety rules and procedures as per MAZOON QHSE Policy.

• Ensure all relevant quality, health, security, safety, and environmental policies, procedures and controls are adhered to so that employee safety, legislative compliance, delivery of high-quality service and a responsible environmental attitude can be guaranteed.

• Ensure that incidents and hazards are reported in a timely manner and reduce consumption of natural resources to assist in protecting the environment and ensuring a healthy and safe work environment.

Be a Team Player • Effective communication within and outside the team.

• Create a supportive environment for the team members.

• Contribute to the team, letting others know information that may be useful or important.

• Help to create a fun, supportive work environment.

3. Main Contacts and Working Relationships

Internal All Department Heads and Line Managers.

External Stakeholders, customers, agencies etc.

4. Person Specification (Qualifications, Knowledge & Experience)

Education Level – Minimum Requirement • Bachelor (Human Resource) or Management.

• MBA is preferred. 

Professional Qualifications

• Talent Management Practitioner (TMP) Certification, or CIPD.

• Certified Performance Management Professional Certificate preferred. 

• Certificate in psychology/psychometric assessment preferred.

Work Experience • Overall experience of 8 years or more in Talent Management, Employee Engagement, Performance Management, Career Planning, Learning and Development for a FMCG company/agribusiness.

Job Specific Skills • Intimate knowledge of Talent Acquisition and Employee Relations function and its impact on other departments.

• Capacity to create and implement HR plans at a micro level

• Ability to deal with operational challenges/employee concerns.

• Financial awareness to understand and interpret numbers; Excellent written & verbal communication / presentation skills.

• Team player with excellent motivational skills.

Generic Skills

• Must be alert, strive for accuracy, and have ability to exercise independent thinking and judgment, be a self- motivator, and attention to detail.

• Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability.

• Integrity, discretion, and loyalty.

5. Position Location

• To be based in Muscat Office and travelling to all depots in Oman.