Job Summary:
Leading Talent Management Section, The Talent Management Section Head is responsible for designing, implementing, and driving integrated talent management, development, and talent pipeline initiatives that ensure a sustainable supply of high-performing and high-potential employees. The role supports business continuity, leadership readiness, employee engagement, and organizational capability building within a regulated pharmaceutical environment.
Technical Duties:
Talent Management & Development
- Develop and implement a comprehensive talent management strategy aligned with business needs.
- Collaborate with HR Development Team on developing individual development plans (IDPs) for high-potential employees.
- Build and maintain succession planning for critical roles, ensuring leadership continuity and continuity for key positions.
- Design and monitor career path development and mobility programs.
- Monitor attraction and turnover rate.
- Drive employee engagement initiatives and monitor their effectiveness.
- Collaborate with department heads to assess talent gaps and recommend development solutions.
- Lead improvement in learning and development programs to support organizational capability building.
Workforce Planning
- Lead workforce planning initiatives to ensure the right people are in the right roles at the right time.
- Collaborate with department heads to forecast manpower needs based on organizational strategy and growth plans, conduct gap analysis between current workforce capacity and future talent requirements
- Align workforce planning outcomes with recruitment, succession planning, and development strategies.
Talent Pool Management
- Design and implement the Talent Pool initiative to identify, attract, and retain high-potential employees who can fill future critical roles.
- Collaborate with department heads to nominate, assess, and validate candidates for the talent pool based on performance, potential, and competencies.
- Monitor progress and performance of employees within the pool, conducting regular reviews to ensure development objectives are met.
- Integrate talent pool outcomes into succession planning and workforce planning strategies to ensure leadership and capability pipelines.
Talent Acquisition Support & Employer Branding
- Build and maintain a robust talent pipeline for key and critical roles.
- Support recruitment strategies by contributing to sourcing approaches, assessment methodologies, and selection processes.
- Support and enhance onboarding programs to ensure effective integration and early engagement of new hires.
- Promote internal mobility opportunities and career growth pathways across the organization.
- Partner with the Communications and HR teams to strengthen the company’s employer brand.
- Contribute to employer branding initiatives to position the company as an employer of choice in the pharmaceutical market.
Policies, Governance & Compliance
- Ensure all talent management, development, and acquisition practices comply with local labor laws, pharmaceutical regulations, and company policies.
- Review, update, and contribute to HR policies related to performance management, training, development, and succession planning.
- Support internal audits, inspections, and governance requirements related to people development practices.
Scope
- Problem Solving: Applies advanced professional judgment; solves complex talent challenges.
- Interaction: Frequent interaction with senior leaders, department heads, and cross-functional stakeholders.
- Decision Making: Recommends and implements talent solutions within approved frameworks and policies.
Plans, programs and general administrative duties
- Support the preparation / Update of HR departmental budget.
- Defining and setting the key performance indicators for monitoring the performance of the Section under HR Director supervision.
- Conducting periodic meetings with Section subordinates for reviewing the tasks progress and workflows, discussing suggestions and taking the suitable actions accordingly.
- Specifying Section manpower and training-needs required in coordination with the Human Resources Director.
- Following up on Section employees’ affairs, including vacation, leaves, etc.
- Conducing the performance appraisals for Section subordinates according to the scheduled plans and recommending any necessary actions.
Required Educational Level & Certificates
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field (Master’s degree preferred).
- 8–10 years of progressive HR experience, with strong exposure to talent management, learning & development, or organizational development.
- Experience in the pharmaceutical, healthcare, or regulated industries is highly preferred.
Core Competencies
- Strategic Mindset
- Identifies Talent
- Cultivates Innovation
- Collaborates Effectively
- Manages Complexity
