مدیر توسعه استعداد | Talent Development Manager

مأموریت این موقعیت در زارین رویا در حال برنامه ریزی ، کارگردانی و نظارت بر استراتژی ها ، برنامه ها و فرآیندهای مربوط به شناسایی ، توسعه و مدیریت استعداد است ، به منظور ایجاد یک زیرساخت مؤثر برای برنامه ریزی جانشین ، پیشرفت شغلی ، پیشرفت و حفظ عملکرد و ارزیابی عملکرد با اهداف استراتژیک سازمان. بودجه توسعه استعداد سالانه را برای اطمینان از تخصیص منابع مؤثر تهیه و مدیریت کنید. در طراحی مدلهای شایستگی در تمام سطوح سازمانی مشارکت داشته باشید و از هم ترازی برنامه های جانشینی ، توسعه و عملکرد با این مدل ها اطمینان حاصل کنید. برنامه های توسعه فردی (IDP) برای بهبود عملکرد و صلاحیت های کارمندان استراتژی ها.
- آموزش مدیران و کارمندان در مورد فرآیندها و الزامات ارزیابی عملکرد.
- نظارت بر جمع آوری و تجزیه و تحلیل داده های عملکرد و توسعه برای شناسایی شکاف های مهارت و پیشنهاد راه حل های بهبود فردی و سازمانی. مدل ها و برنامه ریزی جانشینی و طراحی مسیر شغلی
- مهارت در تجزیه و تحلیل داده ها
- مهارت های رهبری قوی و تصمیم گیری

The mission of this position at Zarrin Roya is planning, directing, and overseeing strategies, programs, and processes related to the identification, development, and management of talent, in order to establish an effective infrastructure for succession planning, career progression, talent development and retention, and performance evaluation aligned with the organization’s strategic goals.

• To develop integrated talent development strategies and programs aligned with the organization's overall strategic goals.
• To prepare and manage the annual talent development budget to ensure effective resource allocation.
• To design and oversee the implementation of succession planning policies, processes, and criteria aligned with the organization’s structure and strategy to identify, assess, and prepare internal talent.
• To oversee the identification and analysis of key positions based on defined organizational criteria, and establish and update a talent database to support strategic HR decision-making.
• To contribute to the design of competency models across all organizational levels and ensure alignment of succession, development, and performance programs with these models.
• To manage and oversee corporate training, including conducting training needs assessments (at the individual, job, and organizational levels), designing career development paths, implementing internal and external training programs, and evaluating the effectiveness of learning and development processes.
• To oversee the creation, implementation, and enhancement of coaching programs and individual development plans (IDPs) to improve employee performance and competencies.
• To manage and oversee relationships and collaborations with educational institutions, trainers, and learning service providers.
• To develop and manage learning management systems (LMS) and educational databases to maintain learning resources and streamline training workflows.
• To design, update, and monitor the implementation of employee performance management systems to ensure alignment with organizational strategies.
• To train managers and employees on the processes and requirements of performance evaluations.
• To oversee the collection and analysis of performance and development data to identify skill gaps and propose individual and organizational improvement solutions.
• To monitor emerging HR trends in the field of talent development continuously and apply localized best practices to enhance organizational effectiveness.

Required Skills:

• Proficiency in talent development processes, performance management models, succession planning, and career path design.
• Proficiency in data analysis.
• Strong leadership and decision-making skills.