talent development manager

Confidential

<div>
 
 
 Job summary
 
 
 
 Ensure planning, implementation, and monitoring of talent development programs and initiatives, including leadership development, succession planning, in-house and digital learning, performance management, and career development. To ensure all programs are aligned with the company's competency framework, business priorities, and workforce development goals to build a capable and future-ready organization.
 
 
 
 
 
 Responsibilitie
 
 
 <ul>
 <li>
 s:Develop and Implement leadership development programs targeting different levels of the organization to build internal leadership capabilitie
 </li>
 <li>
 s.Manage the succession planning process, including role identification, nomination cycles, readiness assessments, and development actions for successor
 </li>
 <li>
 s.Conduct Training Needs Analysis (TNA) in collaboration with departments to identify capability gaps and prioritize training intervention
 </li>
 <li>
 s.Execute the development and delivery of in-house training programs, ensuring relevance, quality, and effectivenes
 </li>
 <li>
 s.Supervise the e-learning platform, including content creation, system updates, and usage reporting to promote self-paced learnin
 </li>
 <li>
 g.Coordinate the creation, tracking, and monitoring of Individual Development Plans (IDPs) in alignment with employee career aspirations and competency requirement
 </li>
 <li>
 s.Implement performance management cycle, ensuring compliance with timelines, system readiness, and alignment with performance methodolog
 </li>
 <li>
 y.Implement mentorship programs, ensuring clear objectives, mentor-mentee matching, and progress trackin
 </li>
 <li>
 g.Organize and ensure running assessment centers to support talent decisions related to promotions, leadership readiness, and development plannin
 </li>
 <li>
 g.Promote career management tools and frameworks, including career paths and mobility options, to support internal development and progressio
 </li>
 <li>
 n.Collaborate with internal stakeholders to ensure that development programs address evolving business need
 </li>
 <li>
 s.Provide guidance and support to junior team members within the section and contribute to knowledge sharing across the HR functio
 </li>
 </ul>
 
 
 n.Qualificatio
 
 
 <ul>
 <li>
 nsBachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; a Master&rsquo;s degree is an advantag
 </li>
 <li>
 e.Relevant Professional Certification (CIPD, SHRM-SCP, SPHRi etc.) is a pl
 </li>
 </ul>
 
 
 usExperience &amp; Skil
 
 
 <ul>
 <li>
 lsMinimum of 6-8 years of experience in Talent Development, Learning &amp; Development, or related HR function
 </li>
 <li>
 s.Demonstrated experience in designing and managing leadership development and succession planning framework
 </li>
 <li>
 s.Strong understanding of performance management methodologies, learning design, and adult learning principle
 </li>
 <li>
 s.Experience managing Learning Management Systems (LMS) and creating blended learning experience
 </li>
 <li>
 s.Familiarity with assessment tools, career development strategies, and structured IDP
 </li>
 <li>
 s.Skilled in conducting TNA and aligning learning outcomes with business prioritie
 </li>
 <li>
 s.Excellent coordination, facilitation, stakeholder management, and communication skill
 </li>
 </ul>
 s.
</div>

Talent Development Manager

Al-Mansour Automotive

<div>
 
 
 
 
 The Talent Development Section Head/Officer
 
 
 
 will be responsible for identifying, developing, and nurturing the talent within the organisation. This role involves assessing training needs, creating development programs, and providing guidance to employees to help them reach their professional goals. The officer will play a key role in enhancing employee performance, engagement, and retention by supporting a culture of continuous learning and development.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 
 
 
 1.Talent Identification &amp; Development:
 
 
 
 
 
 <ul>
 <li>
 Assess organizational needs and work with leadership to identify skills gaps.
 </li>
 <li>
 Collaborate with managers to create personalized development plans for high-potential employees.
 </li>
 <li>
 Design and implement training programs aimed at enhancing employee skills, leadership capabilities, and career growth.
 </li>
 </ul>
 
 
 
 
 
 2.Training Program Management:
 
 
 
 
 
 <ul>
 <li>
 Develop and deliver in-house training sessions on a variety of topics, including leadership, technical skills, and soft skills.
 </li>
 <li>
 Organize external learning opportunities and partnerships with educational institutions.
 </li>
 <li>
 Track the effectiveness of training programs through feedback and performance metrics.
 </li>
 </ul>
 
 
 
 
 
 3.Performance Management Support:
 
 
 
 
 
 <ul>
 <li>
 Assist with performance management processes, ensuring that development plans are aligned with individual performance reviews.
 </li>
 <li>
 Help employees set professional goals and provide ongoing coaching to support career development.
 </li>
 </ul>
 
 
 
 
 
 4.Succession Planning:
 
 
 
 
 
 <ul>
 <li>
 Work with HR and senior leadership to identify future leadership candidates and provide relevant developmental opportunities.
 </li>
 <li>
 Support the creation of succession plans for key roles within the organization.
 </li>
 </ul>
 
 
 
 
 
 5.Employee Engagement &amp; Retention:
 
 
 
 
 
 <ul>
 <li>
 Promote a learning and development culture that encourages employee engagement and retention.
 </li>
 <li>
 Regularly assess employee satisfaction related to development programs and propose improvements as needed.
 </li>
 </ul>
 
 
 
 
 
 6.Data Analysis &amp; Reporting:
 
 
 
 
 
 <ul>
 <li>
 Collect and analyze data on training program effectiveness, employee progress, and learning outcomes.
 </li>
 <li>
 Report on key performance indicators (KPIs) to demonstrate the impact of talent development initiatives.
 </li>
 </ul>
 
 
 
 
 
 7.Compliance &amp; Best Practices:
 
 
 
 
 
 <ul>
 <li>
 Ensure all development programs comply with relevant laws and regulations.
 </li>
 <li>
 Stay current with best practices in talent development and human resources.
 </li>
 </ul>
 
 
 
 
 
 Qualifications:
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, Education, or a related field. A Master&rsquo;s degree is a plus.
 </li>
 <li>
 Proven experience (3-5 years) in talent development, employee training, or related HR roles.
 </li>
 <li>
 Excellent communication, presentation, and interpersonal skills.
 </li>
 <li>
 Ability to work independently and as part of a team.
 </li>
 <li>
 Proficiency in HR software and Learning Management Systems (LMS) is preferred.
 </li>
 <li>
 Strong analytical and problem-solving skills.
 </li>
 </ul>
 
 
</div>

Talent Development Section Head/Officer

Mondia Group

<div>The Learning &amp; Development (L&amp;D) Manager is responsible for designing, implementing, and driving initiatives that build organisational capability, foster a culture of continuous learning, and support both career development and performance management. This partners with People Director and managers to identify training needs, develop talent strategies, strengthen performance management practices, and ensure employees have the skills and frameworks required to achieve business goals.
Learning Strategy &amp; Program Design<ul>
<li>Manage implementation of comprehensive L&amp;D strategy aligned with business objectives.</li>
<li>Design, deliver, and evaluate learning programs (e.g., onboarding, leadership development, technical upskilling, soft skills).</li>
<li>Partner with department heads to assess skill gaps and future capability needs.</li>
<li>Promote a blended learning approach (e-learning, workshops, coaching, mentoring, external programs).</li>
</ul>Talent Development &amp; Leadership<ul>
<li>Lead succession planning initiatives in collaboration with People team and business leaders.</li>
<li>Drive leadership development programs to build strong pipelines for critical roles.</li>
<li>Support career development frameworks, competency models, and professional growth pathways.</li>
</ul>Performance Management<ul>
<li>Drive the performance management process end-to-end, including goal-setting, mid-year and annual reviews, and continuous feedback practices.</li>
<li>Equip managers with tools and training to conduct effective performance conversations and provide actionable feedback.</li>
<li>Align performance outcomes with talent development initiatives and business priorities.</li>
<li>Analyse performance data to identify trends, inform decision-making, and enhance organisational effectiveness.</li>
</ul>Training Operations<ul>
<li>Redefine and oversee training logistics, budgets, vendor relationships, and L&amp;D technology platforms (e.g., LMS).</li>
<li>Track participation, learning outcomes, and ROI of programs.</li>
<li>Ensure compliance with mandatory training requirements (e.g., regulatory, safety).</li>
</ul>Culture &amp; Employee Engagement<ul>
<li>Champion a learning culture by embedding continuous development into daily work.</li>
<li>Encourage employee-led knowledge-sharing, peer learning, and coaching networks.</li>
</ul>Requirements<ul>
<li>BA Degree in HR, Organisational Development, Psychology, Business, or related field</li>
<li>5+ years of experience in L&amp;D, Talent Development, or Organisational Development.</li>
<li>Proven track record of designing and implementing impactful learning programs.</li>
<li>Strong understanding of adult learning principles, instructional design, and digital learning - platforms.</li>
<li>Experience with leadership development, succession planning, and performance management integration.</li>
<li>Excellent communication, facilitation, and stakeholder management skills.</li></ul></div>

Learning & Development Manager

Canonical

<div>
 Canonical is a leading provider of open source software and operating systems to the global enterprise and technology markets. Our platform, Ubuntu, is very widely used in breakthrough enterprise initiatives such as public cloud, data science, AI, engineering innovation and IoT. Our customers include the world's leading public cloud and silicon providers, and industry leaders in many sectors. The company is a pioneer of global distributed collaboration, with 1200+ colleagues in 75+ countries and very few office based roles. Teams meet two to four times yearly in person, in interesting locations around the world, to align on strategy and execution.
 
 
 The company is founder led, profitable and growing.
 
 
 We are building a Talent Development function that is future focused and driven to define the future of the workplace, within a global, growing open source software company, pioneers in remote-first collaboration and employment.
 
 
 This is an opportunity for a person with outstanding leadership, organisation and intellect, to build our Talent Development team to enhance our leadership and people management practices in our remote setting. We are now 1,200+ colleagues across 75+ countries. We would like to create a new team to focus on Talent Development - to deepen our insights and effectiveness as a remote-first and globally distributed organisation.
 
 
 We know that being effective remotely requires discipline and good habits, and we would like to invest in the research needed to understand that, the training and policymaking which enables it, and the selection mechanisms that ensure consistency of behaviours. We'd like to understand what really makes a distributed, remote-first workplace work. We think we're pretty good at this, remote-first for almost 20 years, but we know there is a lot still to understand, and the frontier of possibility continues to move outward. We'd like to invest in research, analytics and tooling which raises the bar even further for remote collaboration, organisation and leadership. Most importantly though, we'd like to invest in training and multi directional communications to ensure that our leadership team is consistent in setting and maintaining expectations, driving desired team practice and behaviors, as well as expected management practices are effectively embedded across the company .
 
 
 This role is the fourth remaining Lead role in our People function, which is a cross-disciplinary group of organisational psychologists, engineers, statistics / analytics experts, talent science and employee relations specialists. We are recruiting globally, and believe we are bringing in outstanding new colleagues in a way that is fearlessly global. Naturally, they come from a wide range of backgrounds, norms and experiences, and our goal in setting up the Talent Development team is simply to lead the leaders to a position of consistent clarity on who we are, how we roll, and how that changes over time.
 
 
 
 Location:
 
 This role will be based remotely in the EMEA region.
 
 
 The role entails
 
 
 <ul>
 <li>
 Define and implement an inspiring and comprehensive talent development program
 </li>
 <li>
 Develop, drive and embed effective programs of management and leadership development within our remote organisation
 </li>
 <li>
 Design and deliver core training programs, partnering with specialist vendors where appropriate
 </li>
 <li>
 Create and implement leadership performance indicators and metrics
 </li>
 <li>
 Own our leadership skills matrix for performance management, talent assessment, succession planning, mentorship, virtual learning and career development.
 </li>
 <li>
 Set up a global learning framework for training and career fulfillment
 </li>
 <li>
 Build and manage a new team of Talent Development specialists
 </li>
 <li>
 Take a data focused lens to understand trends to strategise and define career development frameworks
 </li>
 <li>
 Own and enhance the impact of the learning budget
 
 
 </li>
 </ul>
 What we are looking for in you
 
 
 <ul>
 <li>
 An exceptional academic track record from High school and beyond
 </li>
 <li>
 Possess insight and experience on what makes people successful in a globally remote tech company at the management level.
 </li>
 <li>
 Demonstrated experience with strong insight and perspective on the key conditions and practices that create high performing teams
 </li>
 <li>
 Ability to create, lead and execute strategy, and drive change across a company
 </li>
 <li>
 Strong business acumen with the ability to balance strategy with execution
 </li>
 <li>
 Analytical and problem solving skills, for data driven decision making with particular experience in measurement of the impact of development programmes
 </li>
 <li>
 Experience in people management and being accountable for a budget
 </li>
 <li>
 Willingness to travel up to 4 times a year for internal events
 
 
 </li>
 </ul>
 
 What we offer colleagues
 
 
 
 We consider geographical location, experience, and performance in shaping compensation worldwide. We revisit compensation annually (and more often for graduates and associates) to ensure we recognize outstanding performance. In addition to base pay, we offer a performance-driven annual bonus or commission. We provide all team members with additional benefits which reflect our values and ideals. We balance our programs to meet local needs and ensure fairness globally.
 
 
 <ul>
 <li>
 Distributed work environment with twice-yearly team sprints in person
 </li>
 <li>
 Personal learning and development budget of USD 2,000 per year
 </li>
 <li>
 Annual compensation review
 </li>
 <li>
 Recognition rewards
 </li>
 <li>
 Annual holiday leave
 </li>
 <li>
 Maternity and paternity leave
 </li>
 <li>
 Employee Assistance Program &amp; Wellness Platform
 </li>
 <li>
 Opportunity to travel to new locations to meet colleagues
 </li>
 <li>
 Priority Pass and travel upgrades for long-haul company events
 
 
 </li>
 </ul>
 
 About Canonical
 
 
 
 Canonical is a pioneering tech firm at the forefront of the global move to open source. As the company that publishes Ubuntu, one of the most important open-source projects and the platform for AI, IoT, and the cloud, we are changing the world of software. We recruit on a global basis and set a very high standard for people joining the company. We expect excellence; in order to succeed, we need to be the best at what we do. Most colleagues at Canonical have worked from home since our inception in 2004. Working here is a step into the future and will challenge you to think differently, work smarter, learn new skills, and raise your game.
 
 
 
 Canonical is an equal opportunity employer
 
 
 
 We are proud to foster a workplace free from discrimination. Diversity of experience, perspectives, and background create a better work environment and better products. Whatever your identity, we will give your application fair consideration.
 
 
</div>

Head of Talent Development

KILONEWTONS

<div>
 
 Job Title: People and Culture Manager
 
 
 
 
 Company:
 
 
 KILONEWTONS
 
 |
 
 Location:
 
 Muscat, Oman
 
 
 
 Experience:
 
 5+ Years |
 
 Job Type:
 
 Full-time
 
 
 
 Website:
 
 www.kilonewtons.com
 
 
 
 About The Role
 
 
 
 KILONEWTONS is seeking a visionary
 
 People and Culture Manager
 
 to drive our human capital strategy in
 
 Muscat, Oman
 
 . This strategic role requires
 
 5+ years of progressive HR leadership
 
 with expertise in organizational development, employee engagement, and cultural transformation. If you&rsquo;re passionate about building exceptional workplace cultures, we want you on our leadership team!
 
 
 
 Key Responsibilities
 
 
 
 
 Develop and implement
 
 people strategies aligned with business objectives
 
 
 Lead
 
 organizational development
 
 and change management initiatives
 
 
 Design
 
 employee experience programs
 
 (onboarding to retention)
 
 
 Oversee
 
 performance management
 
 and leadership development
 
 
 Champion
 
 Diversity, Equity &amp; Inclusion (DEI)
 
 initiatives
 
 
 Manage
 
 HR analytics
 
 to drive data-driven decisions
 
 
 Ensure compliance with
 
 Oman labor laws
 
 and best practices
 
 
 Partner with executives to
 
 shape company culture
 
 
 
 
 Required Qualifications
 
 
 
 
 Master&rsquo;s degree in HR, OD, or related field
 
 
 
 
 5+ years in strategic HR leadership
 
 (GCC experience preferred)
 
 
 
 Expertise In
 
 
 
 <ul>
 <li>
 HRIS platforms (Workday, BambooHR, or similar)
 </li>
 <li>
 Employee engagement tools (Culture Amp, Glint)
 </li>
 <li>
 People analytics (Power BI, Tableau)
 
 
 </li>
 </ul>
 
 Proven Success In
 
 
 
 <ul>
 <li>
 Cultural transformation
 </li>
 <li>
 Talent development programs
 </li>
 <li>
 Employer branding
 
 
 </li>
 </ul>
 
 Why Join Us?
 
 
 
 
 Be the architect
 
 of our workplace culture
 
 
 
 Competitive expat package
 
 (tax-free salary + benefits)
 
 
 
 Professional growth
 
 with global best practices
 
 
 
 Dynamic, multicultural environment
 
 
 
 &times;
</div>

PEOPLE AND CULTURE MANAGER

Emerson

<div>
 
 Job Description
 
 
 
 
 In This Role, Your Responsibilities Will Be:
 
 
 
 <ul>
 <li>
 L&amp;D Strategy Development:Design and execute a comprehensive L&amp;D strategy aligned with organizational goals, talent needs, and future skill requirements.
 </li>
 <li>
 Program Management: Oversee creation of Annual and Monthly training calendar with execution of leadership, behavioral and technical programs
 </li>
 <li>
 Talent Development &amp; OD Initiatives: Design and implement talent development &amp; OD initiatives that align with the strategic goals of the site.
 </li>
 <li>
 Organization Reviews: Facilitate the org review process to identify critical roles and key talent. Focus on creating development plans for key talent
 </li>
 <li>
 Performance Management: Oversee the performance management process, ensuring employees receive regular feedback and development opportunities.
 </li>
 <li>
 Designing Training Programs: Creating content of training programs as per needs received from Leaders to solve business challenges
 </li>
 <li>
 Facilitation: Have experience in facilitating various soft skills programs from Individual Contributor to Manager level
 </li>
 <li>
 Engagement Survey: Owner of the Annual Engagement Survey including driving participation across various businesses and coaching Managers on their action plans
 </li>
 <li>
 Evaluation &amp; ROI: Measure training effectiveness using innovative frameworks; analyze learning data and make recommendations for improvement.
 </li>
 <li>
 Budget &amp; Vendor Management: Oversee the L&amp;D budget and manage relationships with training vendors, consultants, and external partners.
 </li>
 <li>
 Compliance Training: Ensure all compliance training requirements are met across the organization.
 </li>
 <li>
 Higher Education &amp; Certifications: Overseeing framework that allows employees to leverage various development opportunities
 </li>
 <li>
 Upskilling &amp; Reskilling Tools: Identifying and managing various e-learning platforms with a view to increase capabilities.
 </li>
 <li>
 Employee Engagement: Promote employee engagement initiatives through internally formed ERG groups to champion a positive and inclusive work environment.
 
 
 </li>
 </ul>
 
 Who You Are:
 
 
 
 You take initiatives and doesn&rsquo;t wait for instructions and proactively seek opportunities to contribute. You adapt quickly to new situations and apply knowledge effectively. Clearly convey ideas and actively listen to others to complete assigned task as planned.
 
 
 
 For This Role, You Will Need:
 
 
 
 <ul>
 <li>
 Strategic Mindset
 </li>
 <li>
 Ownership &amp; Accountability
 </li>
 <li>
 Strong Collaboration Skills
 </li>
 <li>
 Excellent Communication Skills
 </li>
 <li>
 Passion for Training Facilitation
 </li>
 <li>
 Proficient knowledge in making impactful PowerPoint presentations
 
 
 </li>
 </ul>
 
 Preferred Qualifications That Set You Apart:
 
 
 
 <ul>
 <li>
 10 to 15 years of experience in L&amp;D function.
 </li>
 <li>
 MBA in Human Resources
 
 
 </li>
 </ul>
 
 Our Culture &amp; Commitment to You:
 
 
 
 At Emerson, we prioritize a workplace where every employee is valued, respected, and empowered to grow. We foster an environment that encourages innovation, collaboration, and diverse perspectives&mdash;because we know that great ideas come from great teams. Our commitment to ongoing career development and growing an inclusive culture ensures you have the support to thrive. Whether through mentorship, training, or leadership opportunities, we invest in your success so you can make a lasting impact. We believe diverse teams, working together are key to driving growth and delivering business results.
 
 
 We recognize the importance of employee wellbeing. We prioritize providing competitive benefits plans, a variety of medical insurance plans, Employee Assistance Program, employee resource groups, recognition, and much more. Our culture offers flexible time off plans, including paid parental leave (maternal and paternal), vacation and holiday leave.
</div>

Learning and Development Manager

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