Al Jomaih Energy and Water Co. Ltd. (JENWA) Looking for Senior Manager – Talent Development at دبي, الإمارات العربية المتحدة Full Time

Al Jomaih Energy & Water (AEW) headquartered in Saudi Arabia, is a fast-growing investor, lead developer, and operator of utility and infrastructure projects in various geographical markets such as KSA, GCC, Asia & North Africa, with investments in 6 GW of Conventional and Solar power plants, and around 700,000 m3/day of water.

AEW was established in 2007, as a subsidiary of Al Jomaih Holding Company, a leading Saudi conglomerate with a legacy spanning over 80 years, focused on enabling sustainable, social, and economic progress in the Kingdom of Saudi Arabia and beyond.

At AEW, our mission is to tackle new technologies, solve complex problems, and leverage our expertise to unlock opportunities in the Power, Renewables & Water Sectors, while driving impact for our stakeholders across the value chain.

Role: Senior Manager, Talent Development

Location: Dubai, UAE

Reporting Structure

Director – HR

Overview

As the Senior Manager for Talent Development at Aljomaih Energy & Water Company, you will play a pivotal role in shaping the organization’s workforce and ensuring a dynamic, diverse, and engaged talent pool. This leadership position involves driving discussions with key stakeholders, including People Managers and Business leaders, to craft an end-to-end framework for attracting, developing, and retaining talent in alignment with the company’s overarching vision.

Your Job Functions (Duties & Responsibilities)

Responsibilities:

Talent Development Strategy:

1. Framework Development:

• Drive discussions with People Managers and the Business to develop an inspiring end-to-end framework for attracting, developing, and retaining a diverse Talent pool aligned with the Company’s vision.

1. Inclusive Talent Strategy:

• Design a diverse and inclusive Talent strategy to underpin the framework ensuring alignment with People & Culture objectives.

1. Link to Commercial Profitability:

• Work with managers, peers, and the business to demonstrate the link between the Talent strategy and commercial profitability, devising ways to develop a culture of engagement and productivity.

1. Changing Shifts and Motivation:

• Assess changing shifts in attraction and motivation of Talent, incorporating these factors into the Talent strategy to build an engaged internal and external talent pool.

1. Budget Management:

• Negotiate and work within budget to meet short, medium, and long-term goals of the Talent Strategy.

1. Employee Value Proposition (EVP):

• Develop an EVP to demonstrate the benefits of working for the Company to both internal and external talent pools.

Talent Development and Management:

1. Skills and Role Framework:

• Create a skills and role framework encouraging employees at all levels to understand and take ownership of their career path.

1. Performance Management Process (PMP):

• Work with managers to enhance their skills in talent development and management.
• Develop a PMP that can assess and measure competence, culture, and emotional intelligence to support the growth of employees for both relational and task-based outcomes.

1. Integration with Follow-up Processes:

• Work with peers and colleagues to create robust ways to feed the PMP into follow-up processes like Training Needs Analysis, Succession Planning, Rewards, Payroll, etc.

1. Talent Review and Succession Planning:

• Partner with HRBP to plan and deliver talent review and succession planning sessions.

1. Internal Talent Pool:

• Create an internal talent pool across the company to support the pipeline and movement of talent through secondments, project rotation, and promotion.

1. Technology for Learning Opportunities:

• Use technology, including AI and VR, to create stimulating and leading-edge learning opportunities for all employees.

1. Cost-Efficient Learning:

• Identify, promote, and embed cost-efficient ways of learning across the Company, leveraging platforms like LinkedIn Learning, free courses, and journal subscriptions.

1. LMS Utilization:

• Fully utilize the Learning Management System (LMS) to track and monitor learning trends within the Company and develop ways to increase motivation and learning experiences.

1. Leadership and Line Manager Capability:

• Develop leadership and line manager capability as authentic, emotionally intelligent leaders who coach, develop, engage, and build trust across teams and the Company.

1. HRBP Skills Development:

• Develop the skills capability of HRBPs on specific Talent Management initiatives, where necessary.

Qualifications & Skill Sets

• Bachelor’s degree in Human Resources / Psychology or a related field.
• Proven experience as of working in a high growth organization within a Talent Development function
• In-depth knowledge of local and international HSE regulations and standards.
• Strong communication and interpersonal skills.
• Relevant qualifications and / or certifications in Human Resources, Talent Development, Performance Management etc.

CORE Competencies

Collaboration & Communication

Agility

Resilience

Initiative

Adaptability

TECHNICAL Competencies

Strategic Thinking

Result Orientation

Stakeholder Management

Codes and standards

Employee Engagement