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A unique technology group with a very human purpose, on a journey, to invent visionary artificial intelligence for a better everyday. |
Overview
The Senior Manager – Talent Managemnent is part of the ‘Organizational Development’ Centre of Excellence (COE) within the function of Group Human Capital & Culture at G42. The role is a specialist in Learning, Talent Management and Succession Planning. The Senior Manager – Talent Management is the custodian of the group-wide talent management strategy and plans for career and competency education to support succession management and high-potential talent identification across the group. The role also provides expert support on other talent & learning initiatives/ projects across the group.
About G42
G42 is a global leader in creating visionary artificial intelligence for a better tomorrow. Born in Abu Dhabi and operating across the world, G42 champions AI as a powerful force for good. Its people are constantly reimagining what technology can do, applying advanced thinking and innovation to accelerate progress and tackle society’s most pressing problems.
G42 is driving change in the region and beyond, joining forces with nations, corporations and individuals to create the infrastructure for tomorrow’s world. From molecular medicine to space travel and everything in between, G42 realizes exponential possibilities today.
Responsibilities
Contribute to, and where accountable, define/ maintain Talent Management/ Learning & Development related policies and processes that support G42’s people strategy and objectives.
Help management solve specific talent development challenges or leverage opportunities to implement best-in-class practices.
Enhance and maintain the onboarding and induction employee experience.
Design and maintain the training material for in-house courses conducted by GHCC or other functions.
Provide ongoing education and guidance to managers and leadership teams about the need to adopt a holistic view of Talent Management requirements incorporating Learning, Career Development and Succession Planning.
Manage inputs from various sources like Performance Management, business strategies & organizational goals, personal aspirations, and market imperatives that influence these processes.
Research new technologies and methodologies in workplace learning and present this research to internal stakeholders for alignment to the G42 context.
Be the custodian of the LMS system and monitor key outputs, including the ability to generate appropriate monitoring reports for training spend, course attendance/completions and communicate/ present to internal leadership teams.
Own and monitor the training effectiveness evaluation process for all Talent/ L&D programs run by the GHCC teams.
Provide appropriate reports and analysis of learning needs to support the budgeting process for learning and career development activities.
Design and develop communication programs to link talent development more clearly to performance management.
Coach and build the capability of other stakeholders within the area of specialization.
Participate and/or lead relevant projects (divisional and/or pan-G42) to implement best practices and new solutions.
Keep up to date with external trends and best practices in the areas of expertise and HR more broadly.
Build relationships and form alliances with external counterparts, communities of practice and stakeholders.
Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change, including dependencies, risks, potential scenarios and options to mitigate.
Be an ambassador for the function and represent the G42 HR internally and externally (as appropriate).
Other duties within the scope, spirit and purpose of the job, as needed by the department or requested by management.
The Senior Manager – Talent Managemnent is part of the ‘Organizational Development’ Centre of Excellence (COE) within the function of Group Human Capital & Culture at G42. The role is a specialist in Learning, Talent Management and Succession Planning. The Senior Manager – Talent Management is the custodian of the group-wide talent management strategy and plans for career and competency education to support succession management and high-potential talent identification across the group. The role also provides expert support on other talent & learning initiatives/ projects across the group.
About G42
G42 is a global leader in creating visionary artificial intelligence for a better tomorrow. Born in Abu Dhabi and operating across the world, G42 champions AI as a powerful force for good. Its people are constantly reimagining what technology can do, applying advanced thinking and innovation to accelerate progress and tackle society’s most pressing problems.
G42 is driving change in the region and beyond, joining forces with nations, corporations and individuals to create the infrastructure for tomorrow’s world. From molecular medicine to space travel and everything in between, G42 realizes exponential possibilities today.
Responsibilities
Contribute to, and where accountable, define/ maintain Talent Management/ Learning & Development related policies and processes that support G42’s people strategy and objectives.
Help management solve specific talent development challenges or leverage opportunities to implement best-in-class practices.
Enhance and maintain the onboarding and induction employee experience.
Design and maintain the training material for in-house courses conducted by GHCC or other functions.
Provide ongoing education and guidance to managers and leadership teams about the need to adopt a holistic view of Talent Management requirements incorporating Learning, Career Development and Succession Planning.
Manage inputs from various sources like Performance Management, business strategies & organizational goals, personal aspirations, and market imperatives that influence these processes.
Research new technologies and methodologies in workplace learning and present this research to internal stakeholders for alignment to the G42 context.
Be the custodian of the LMS system and monitor key outputs, including the ability to generate appropriate monitoring reports for training spend, course attendance/completions and communicate/ present to internal leadership teams.
Own and monitor the training effectiveness evaluation process for all Talent/ L&D programs run by the GHCC teams.
Provide appropriate reports and analysis of learning needs to support the budgeting process for learning and career development activities.
Design and develop communication programs to link talent development more clearly to performance management.
Coach and build the capability of other stakeholders within the area of specialization.
Participate and/or lead relevant projects (divisional and/or pan-G42) to implement best practices and new solutions.
Keep up to date with external trends and best practices in the areas of expertise and HR more broadly.
Build relationships and form alliances with external counterparts, communities of practice and stakeholders.
Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change, including dependencies, risks, potential scenarios and options to mitigate.
Be an ambassador for the function and represent the G42 HR internally and externally (as appropriate).
Other duties within the scope, spirit and purpose of the job, as needed by the department or requested by management.
