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Innovative Solutions

<div><h3 class="jobSectionHeader">Company Description</h3>
Innovative Solutions (IS) is a leading Cybersecurity company established in 2003, with its headquarters in Riyadh and additional offices in Al Khobar, Jeddah, Dubai, and Abu Dhabi. We specialize in delivering Comprehensive Cybersecurity Solutions and Services encompassing Advisory Services, Technical Assurance, Solution Deployment, Professional Services, and Managed Security Services.
Our mission is &quot;Delivering secure and intelligent digital services that empower organizations&quot;<h3 class="jobSectionHeader">
Role Description</h3>
As a Talent Management Specialist at Innovative Solutions, your primary responsibility will be to enhance our talent management strategies to attract, develop, and retain high-performing employees. You will work closely with the Human Capital team to implement innovative recruitment methods, development programs, and performance evaluation processes that align with our organizational goals.<h3 class="jobSectionHeader">
Responsibilities</h3><ul>
<li>Develop and execute effective talent acquisition strategies to meet organizational needs.</li>
<li>Conduct screening, interviewing, and selection processes to identify top talent.</li>
<li>Design and coordinate training and development initiatives that support employee growth.</li>
<li>Implement and manage performance evaluation processes, including feedback and goal-setting activities.</li>
<li>Analyze talent management data to inform decision-making and improve processes.</li>
<li>Support employee engagement initiatives to create a positive workplace environment.</li>
<li>Maintain HR systems and manage employee records accurately.</li>
</ul>
Requirements<ul>
<li>
Bachelor's degree in Human Resources, Business Administration, or a relevant field.</li>
<li>1-2 years of experience in talent management or recruitment.</li>
<li>Understanding of modern recruitment techniques and best practices.</li>
<li>Familiarity with performance management and employee development processes.</li>
<li>Excellent verbal and written communication skills.</li>
<li>Ability to work collaboratively within a team and cross-functional environment.</li>
<li>Strong organizational skills and attention to detail.</li>
<li>Proficiency in Microsoft Office Suite and familiarity with ATS and HRIS.</li>
<li>Proactive and solution-oriented mindset.</li></ul></div>

Talent Management Specialist

Innovative Solutions SA

<div>
 
 Company Description
 
 
 
 Innovative Solutions (IS) is a leading Cybersecurity company established in 2003, with its headquarters in Riyadh and additional offices in Al Khobar, Jeddah, Dubai, and Abu Dhabi. We specialize in delivering Comprehensive Cybersecurity Solutions and Services encompassing Advisory Services, Technical Assurance, Solution Deployment, Professional Services, and Managed Security Services.
 
 
 Our mission is "Delivering secure and intelligent digital services that empower organizations"
 
 
 
 Role Description
 
 
 
 As a Talent Management Specialist at Innovative Solutions, your primary responsibility will be to enhance our talent management strategies to attract, develop, and retain high-performing employees. You will work closely with the Human Capital team to implement innovative recruitment methods, development programs, and performance evaluation processes that align with our organizational goals.
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Develop and execute effective talent acquisition strategies to meet organizational needs
 </li>
 <li>
 Conduct screening, interviewing, and selection processes to identify top talent
 </li>
 <li>
 Design and coordinate training and development initiatives that support employee growth
 </li>
 <li>
 Implement and manage performance evaluation processes, including feedback and goal-setting activities
 </li>
 <li>
 Analyze talent management data to inform decision-making and improve processes
 </li>
 <li>
 Support employee engagement initiatives to create a positive workplace environment
 </li>
 <li>
 Maintain HR systems and manage employee records accurately
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 Bachelor's degree in Human Resources, Business Administration, or a relevant field
 </li>
 <li>
 1-2 years of experience in talent management or recruitment
 </li>
 <li>
 Understanding of modern recruitment techniques and best practices
 </li>
 <li>
 Familiarity with performance management and employee development processes
 </li>
 <li>
 Excellent verbal and written communication skills
 </li>
 <li>
 Ability to work collaboratively within a team and cross-functional environment
 </li>
 <li>
 Strong organizational skills and attention to detail
 </li>
 <li>
 Proficiency in Microsoft Office Suite and familiarity with ATS and HRIS
 </li>
 <li>
 Proactive and solution-oriented mindset
 </li>
 </ul>
</div>

JASARA PMC

JASARA PMC is seeking a highly motivated and skilled Senior Specialist in Succession Planning and Corporate Talent Acquisition to join our Human Resources team. In this pivotal role, you will be responsible for developing and implementing succession planning initiatives and corporate talent acquisition strategies that align with the organization’s goals and objectives. Your expertise will play a crucial role in ensuring a robust pipeline of talent and leadership within the company.
 The ideal candidate will collaborate with senior leadership to identify key positions, assess talent potential, and create development plans that facilitate the growth of future leaders. Additionally, you will lead corporate talent acquisition efforts to attract and secure top talent across various functions within the organization.
 
Responsibilities: 
<ul>
<li>Develop and implement succession planning initiatives that identify high-potential employees and prepare them for future leadership roles.</li>
<li>Collaborate with leadership to assess critical positions and create succession plans that support organizational growth.</li>
<li>Design and manage talent acquisition strategies that align with business objectives and address current and future talent needs.</li>
<li>Utilize data analytics and competency models to identify talent gaps and inform succession planning efforts.</li>
<li>Conduct talent reviews and assessments to evaluate employee readiness for advancement and development opportunities.</li>
<li>Develop and maintain strong relationships with universities, industry organizations, and recruitment partners to enhance the corporate talent acquisition pipeline.</li>
<li>Lead employer branding initiatives to position JASARA PMC as an employer of choice in the industry.</li>
<li>Continuously evaluate and improve recruitment processes to ensure efficiency and effectiveness.</li>
<li>Stay abreast of industry trends and best practices in succession planning and talent acquisition.</li>
</ul>
Requirements: 
<ul>
<li>Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree is preferred.</li>
<li>7+ years of experience in human resources with a focus on succession planning and talent acquisition.</li>
<li>Proven track record of developing and implementing succession planning frameworks and talent acquisition strategies.</li>
<li>Strong understanding of leadership development and talent management principles.</li>
<li>Excellent verbal and written communication skills, with the ability to engage and influence stakeholders at all levels.</li>
<li>Analytical mindset with strong data analysis skills to inform decision-making.</li>
<li>Experience with applicant tracking systems and HRIS platforms.</li>
<li>Ability to work well under pressure and manage multiple priorities effectively.</li>
<li>Professional certifications in human resources, talent management, or related areas are a plus.</li>
</ul>

Sr. Specialist, Succession Planning & Corporate TA

Ten Lifestyle Group

<div><h3 class="jobSectionHeader">Your Talent Can Shape the Future of Travel Training!</h3>
At Ten our goal is simple, to become the most trusted service business in the world.
We are already the global market leader for lifestyle management and concierge services, providing services from a strong global office network with over one thousand employees. 
We deliver our service through a combination of Ten&rsquo;s proprietary, unique technology-enabled platform and the expertise of our highly trained lifestyle managers. Ten is growing quickly and has ambitious plans to innovate and to keep inspiring and to continue to improve the lives of millions of members. Will you help take us there? 
This role will include inducting new employees, coaching of existing employees, running refreshing training sessions on best practise processes within not only travel but also general customer service. It also includes doing quality reviews and spot checks if trained processes are implemented correctly, including respective reporting and coaching of employees on necessary measures to be taken based on the findings. Continuous improvement of processes and systems as well as support of testing and implementation of new systems or system updates will also be part of this role. Inductions, trainings and coaching session will mainly be delivered remotely but could also be done as classroom face-to-face sessions. 
ESSENTIAL DUTIES AND RESPONSIBILITIES:
 The information below is representative of the work performed in this position; however, it is not all-inclusive. Duties and responsibilities are subject to change based on business needs.
Training and Development Programs Inductions<ul><li>Deliver induction training: ensuring dynamic sessions, sensible spread of information &amp; timing of sessions as well as ample time for practical exercises
</li><li>Ensure all training material regularly updated and available before each session
</li><li>Deliver (1 &ndash; 2 days) on the job coaching post first two weeks of induction (or handover to team manager or other trainer where necessary)</li><li>Manage and ensure completion of any training to be delivered within the first 12 weeks</li><li>Provide feedback and handover notes to the line manager and buddy about new starters, including listening to calls, looking at requests and any watch outs</li></ul> 
Delivery of the ongoing and development training:<ul><li>Where appropriate, create training plans, implement sessions and mentor for the lifestyle manager development programmes</li><li>Deliver training modules as and when required, including refresher training
</li><li>Update training modules and manual as new processes are implemented within the company</li><li>Work with line managers to identify training needs for individuals and teams</li><li>Work closely with key stakeholders specific travel travel [I.e. Member Satisfaction, Account Managers and Product] regarding training needs in terms of feedback (including NPS)</li></ul> 
Coaching<ul><li>Support team managers to coach LMs (objectives to be agreed for individuals with team manager ) on the floor
</li><li>Continuous coaching of all employees in terms of overall Member Satisfaction and agreed measures to be implemented based on feedback</li><li>Keep up to date records of coaching, including successes and challenges and communicate to line manager monthly</li></ul> 
Improvement of Travel processes/systems and other travel related project work<ul><li>Closely work with the other travel trainers within Ten and do align training needs and schedules with Ten globally
</li><li>Closely work with Travel TMs and Head of Travel as well as the Operations Director AEMEA to analyse working processes, identify measure to further improvement of efficiencies, training of new processes and monitor/reporting of improvements
</li><li>Be involved in sign-off and assist in the implementation of new releases</li><li>Support the Development Team in testings, process changes etc.</li></ul> 
Stakeholder Collaboration, Communication and employee engagement<ul><li>Collaborate with HR, department managers, and other stakeholders to align talent development efforts with the overall strategic objectives of Ten.</li><li>Support with induction training and onboarding through facilitation of sessions.</li><li>Promote a culture of employee engagement by fostering a supportive and motivating work environment.
</li><li>Communicate regularly with employees to promote awareness of available development opportunities and to gather feedback on programs and initiatives.</li></ul> 
BEHAVIORAL EXPECTATIONS:
 As a Talent Development Specialist, you will be expected to role model the behaviors associated with our Ten Standards and core business values: Member Focused, Trustworthy, and Pioneering. 
We encourage diverse philosophies, cultures and experiences.
We appreciate diversity and are dedicated to creating an inclusive work environment for our employees. This idea unites the teams at TEN. All aspects of our relationship, including the decision to hire, promote, discipline or terminate, will be based on merit, competence, performance and business needs.
Specific behavioral traits we want to see:<ul><li>Advocate for personal &amp; professional development, and can provide evidence of their growth mindset</li><li>Ability to influence team performance and culture</li><li>Demonstrates a willingness to learn TD specific tools and methods</li></ul> 
EDUCATION/EXPERIENCE:<ul><li>Minimum High School Diploma
</li><li>Practical Experience and Projects: hands-on projects and real-world scenarios that allow you to apply your knowledge and skills in talent development.
</li><li>Knowledge and experience in key L&amp;D practices is preferred.</li><li>Be a SME in GDS and demonstrate exceptional knowledge of any Travel System, with several years of experience in training and development of travel system within the travel or tourism industry</li><li>At least 3 years experience working on Amadeus GDS system.</li></ul> 
ROLE SPECIFIC COMPETENCIES:<ul><li>Invests in their own professional development by attending relevant workshops, conferences, and training courses to stay current in the field.</li><li>Demonstrates competent usage of all training systems and programs used at Ten (Ten Learning Online, Rise, Piktochart, Powerpoint, Teams)</li><li>Demonstrates an understanding of training design including needs analysis, clear learning objectives, and measuring effectiveness of training.
</li><li>Demonstrates the importance of the induction experience, resulting in an overall new starter NPS score of +75</li><li>Demonstrates an understanding of Ten&rsquo;s program launch process and their roles/responsibilities</li><li>Role models in confidently delivering training via classroom or remotely with the ability of creating and controlling an engaging learning environment.
</li><li>Role models Ten&rsquo;s values in all design, delivery and communications</li><li>Competently communicates program changes/training updates to key stakeholders</li><li>Role models effective time management skills, is accountable for managing deadlines for all projects. Communicates ahead of time on the rare occasion when deadlines need to be extended and doesn&rsquo;t need to be chased for updates.
</li><li>Role models the importance of investing in relationships across departments/regions. Uses these relationships to enhance development or knowledge, offer support and suggestions where appropriate.</li></ul> 
WORK ENVIRONMENT / CONTRACT TYPE:
In-Office or Hybrid
Requirements
Experience :<ul><li>
Min 3 years experience in Training and Talent Development capacity</li></ul><ul>
<li>Experience in the facilitation of training sessions either face-to-face and/or virtually.</li>
<li>Min 3 years within a Travel and/or Aviation industry having worked with a GDS.</li>
</ul>
Knowledge:<ul>
<li>
Talent Development Principles: Understand the fundamental concepts, theories, and best practices related to talent development, adult learning, and organizational development. Knowledge and expertise in Talent Development Initiatives within Europe.
</li><li>Training and Development Methods: Be well-versed in various training and development methods, such as e-learning, classroom training, mentoring, coaching, and on-the-job training.</li>
<li>Assessment and Evaluation: Know how to design and implement assessments to identify skill gaps and evaluate the effectiveness of training programs.</li>
<li>Performance Management: Understand performance management systems, including goal setting, performance appraisal, and feedback mechanisms.</li>
<li>Legal and Compliance: Stay informed about relevant labor laws, regulations, and compliance requirements related to talent development and HR practices.</li>
<li>Travel &amp; Leisure Industry: A strong foundation in the travel and leisure industry is beneficial. This includes understanding various travel destinations, accommodations, transportation options, and leisure activities.</li>
<li>Global Distribution System: strong foundation and proficiency in using a GDS, preferably Amadeus.
</li></ul>Knowledge, Skills &amp; Abilities: 
<ul>
<li>
Possess strong verbal and written communication skills in professional English to effectively convey training objectives, facilitate discussions, and write training materials. Additional languages either German or French beneficial.
</li><li>Be skilled in facilitating group discussions, workshops, and training sessions to engage learners and promote active participation. In particular have experience in remote facilitation.</li>
<li>Ability to design, develop, and update training materials and programs, considering adult learning principles and various learning styles.</li>
<li>Analytical skills to gather and interpret data related to training effectiveness and make data-driven decisions for program improvement.</li>
<li>Manage multiple training projects simultaneously, including planning, scheduling, budgeting, and resource allocation.</li>
<li>Familiarity with learning management systems (LMS), e-learning authoring tools, and other technology platforms used for training and development.</li>
<li>Skill in handling conflicts and challenges that may arise during training or mentoring sessions.</li>
<li>Ability to provide constructive feedback and mentor individuals to help them develop their skills and careers.</li>
<li>Proficiency in Microsoft Office skills is essential and significantly enhances your productivity and effectiveness in the workplace. (Excel, Word, PowerPoint, Outlook, Access, OneNote)</li></ul> 
 
Behavioral Expectations:
As a Talent Development Specialist, you will be expected to role model the behaviors associated with our values: Member Focused, Trustworthy, and Pioneering.
We encourage diverse philosophies, cultures and experiences.
We appreciate diversity and are dedicated to creating an inclusive work environment for our employees. This idea unites the teams at TEN. All aspects of our relationship, including the decision to hire, promote, discipline or terminate, will be based on merit, competence, performance and business needs.
Specific behavioral traits we want to see:<ul><li>
Advocate for personal &amp; professional development, and can provide evidence of their growth mindset</li><li>
Ability to influence team performance and culture</li><li>
Demonstrates a willingness to learn TD specific tools and methods Improvement of Travel processes/systems and other travel related project work</li></ul>
Benefits
Our people are at the heart of the business and we have a culture of recognition and reward - both through regular appraisals but also annual Extra Mile Awards where we celebrate those who have gone that extra mile in their role. We also encourage all our staff to incorporate their aspirations and interests into their career at Ten and we are there every step of the way in supporting development.
Rewards designed around you:<ul>
<li>
A competitive salary package.
</li><li>Hybrid working. You can combine working from home and working from the office. If you don&rsquo;t live near our office, then we are open to fully remote working options too.</li>
<li>Paid time away from work. Our employees enjoy a competitive paid time off package, including a day each year to volunteer time for a good cause that is important to you.</li>
<li>Paid Sabbaticals. One (1) month paid Sabbatical after every 5 years of Service, without tapping into annual leave</li>
<li>Extra Rewards. Lucrative Ten Loyalty Rewards program.</li>
<li>Remote Working Holidays - possibilities to Travel and Work!</li>
<li>Employee Discounts. Access to lots of great travel and entertainment discounts as our clients&rsquo; members would!</li>
<li>Be part of our global, dynamic, and inclusive Team, with diversity at its core.</li>
<li>Genuine career opportunities within a dynamic and international company.</li>
<li>Safe &amp; secure offices located in Kingdom of Saudi Arabia / United Kingdom.
</li></ul>Who We Are 
Ten Life Group is a global luxury concierge service and our travel department is offering a unique opportunity to join a vibrant team. Our clients and colleagues are the cornerstones of what we do, and we serve High-Networth (HNW) and UHNW clients with their requests for leisure travel. At Ten our goal is simple, to become the most trusted service business in the world.
We deliver our service through a combination of Ten&rsquo;s proprietary, unique technology-enabled platform and the expertise of our highly trained lifestyle managers. Ten is growing quickly and has ambitious plans to keep innovating, inspiring and continuing to improve the lives of millions of members. As a Certified B Corp, Ten Lifestyle Group joins a global community of businesses united by a shared goal of making a positive impact on society and the environment. 
To find out more about Ten, please watch this short video This is what we Do!
Commitment to Diversity 
We encourage diverse philosophies, cultures, and experiences. We appreciate diversity and are dedicated to creating an inclusive work environment for our employees. This idea unites the teams at TEN. All aspects of our relationship, including the decision to hire, promote, discipline, or terminate, will be based on merit, competence, performance and business needs.
&ldquo;Ten works with a small preferred supplier list of recruitment agencies only. Please note we are not accepting any further recruitment agencies at this time. Ten Group is not responsible for any fees related to unsolicited resumes.&rdquo;</div>

Talent Development Specialist | Travel

Sephora

<div>Position Purpose<ul><li>
The People Partner is responsible for managing the implementation of core HR activities in line with Sephora Middle East HR Strategy including but not limited to Recruitment, pre and onboarding, payroll, transfer, promotions, employee records, employee relations and employee performance.
</li><li>The role incumbent will assist in the implementation of the employee performance management system and employee retention.</li><li>
Process Business Partner for the region talent management, succession planning and performance management.</li><li>
Engaging with key senior business and HR/Education stakeholders to develop a culture of managing talent and define talent related needs and implement strategies to enhance the performance of the people.</li><li>
Support Stores leaders to identify the skills and behaviors required to meet the future demands of the business and provide advice on how to close capability gaps through the recruitment and development of talent.</li></ul>
Key Accountabilities<div>
People Partner</div><ul><li>
Deliver Superior Stakeholders experience by being seen as a Trusted Business Partner.</li><li>
Support HRD to build a customer driven organization aligned with the business strategies.</li><li>
Meet the Sephora Champions to understand more our culture and how we can keep improving it.</li><li>
Ensure a proper roll out of the EVP in all our HR processes, initiatives, and assessments. Oversee completion of EVP online module by all employees.</li></ul> 
Talent Management<ul><li>
Manage the annual talent identification and review cycle (OMR). This would include Talent Calibration, Succession Planning, Identification of high-potential employees, Assessment of flight risks, mobility, and the completion of employee Talent Profiles to drive improved insight into the capabilities of the HQ employees.</li><li>
Design and bring to life strategies to ensure the attraction, assessment, and retention of talent in the region.</li><li>
Support the People Manager with the assessment and recruitment of senior retail roles in stores.</li><li>
Enhance leadership must have capabilities in partnership with Education Team.</li><li>
Strengthening and diversifying talent pipelines to business critical and leadership roles. This would include the implementation of high potential programmes, coaching, 360o feedback, scoping and delivery of promising talent requirements and embedding initiatives to promote the attraction and successful development of diverse talent in partnership with Education Team.</li><li>
Drive the tribe engagement strategy by developing high performers to become successors.</li><li>
Advising on how to maximize talent and capability growth opportunities as well as to manage potential risk within business change.</li><li>
Monitoring the effectiveness of talent management within the business, providing Business Partner insight, analysis, and recommendations to continuously improve the approach.</li><li>
Retention of High performers.</li><li>
Oversee the Employee onboarding/offboarding process as per company standards.</li></ul><div></div><div> 
Brand and Culture</div><ul><li>
Develop and maintain a strong brand focused environment for all employees in everything that they do.</li><li>
Together with senior leaders, continue to create a fast paced and energetic culture, with the employee engagement initiatives.</li><li>
Support in the roll out of employee engagement survey.
</li><li>Manage employee relations, grievances, and escalations.</li></ul><div></div><div> 
Performance Management</div><ul><li>
Review and develop upon existing performance management processes.</li><li>
Map anyone not meeting performance criteria and proactively advise managers on the performance management process, reviews, under-performers with the aim of a having &lsquo;high performing team culture.</li></ul>
 Requitement Process:<ul><li>
Ensure to fulfill the retail recruitment as per the recruitment plan and monitor keep tracking the actual headcount in collaboration with the retail team, People Manager.
</li><li>Source external candidates throughout the different recruitment channels internal and external candidates to increase the headcount availability.</li><li>
Responsible for the recruitment pipeline and interviewing process with retail team.</li></ul>

Skills, Experience and Personality<ul><li>
The successful candidate should have tertiary qualifications in Human Resources with 3-4 years&rsquo; experience in a People Partner role, working in medium to large sized organizations.
</li><li>Must be fluent in English and Arabic.
</li><li>Strong background experience in FMCG/Retail/Fashion &amp; Apparel both in front and back office.</li><li>
It is essential that they have a passion for people with the ability to think creatively and are self-motivated to work independently.</li></ul> 
Most importantly, the People Partner needs to live and breathe the Sephora Culture, DNA and Employee Value propositions (EVP). She/He need to have excellent authentic communication and influencing skills and be energized by working in a fast paced, dynamic environment. She/He need to be a leader with confidence born from self-belief.</div>

People Partner

AlJazira Bank | بنك الجزيرة

<div>
 
 
 Job Summary
 
 
 
 The Development Partner Manager will play a pivotal role in implementing and managing talent development strategies to foster employee growth and organizational success. This position requires a strong blend of strategic and technical expertise in learning and development methodologies, talent management, and stakeholder collaboration. The ideal candidate will ensure that development programs align with business needs and maintain the highest quality standards while effectively managing people and risk competencies.
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Implement and execute talent development strategies to support organizational objectives.
 </li>
 <li>
 Analyze development needs and recommend tailored learning solutions to address skill gaps.
 </li>
 <li>
 Demonstrate expertise in modern learning and development methodologies, tools, and technologies.
 </li>
 <li>
 Maintain a comprehensive understanding of talent management processes and best practices to optimize employee performance.
 </li>
 </ul>
 
 
 Requirements
 
 
 <ul>
 <li>
 5 years experience in talent development, learning and development, or a related role.
 </li>
 <li>
 Strong analytical skills to assess development needs and solutions.
 </li>
 <li>
 Proficiency in leveraging modern learning methodologies and tools.
 </li>
 <li>
 Excellent communication skills
 </li>
 </ul>
</div>

Development Partner

PepsiCo

<div>
 
 Overview
 
 
 
 
 We Are PepsiCo
 
 
 
 PepsiCo products are enjoyed by consumers more than one billion times a day in more than 200 countries and territories around the world. PepsiCo generated more than $79 billion in net revenue in 2021, driven by a complementary beverage and convenient foods portfolio that includes
 
 LAY&rsquo;S &reg;️, DORITOS &reg;️, CHEETOS &reg;️, GATORADE &reg;️, PEPSI &reg;️, QUAKER &reg;️
 
 and more. PepsiCo's product portfolio includes a wide range of enjoyable foods and beverages, including many iconic brands that generate more than $1 billion each in estimated annual retail sales.
 
 
 Guiding PepsiCo is our vision to Be the Global Leader in Beverages and Convenient Foods by Winning with PepsiCo Positive (pep+). pep+ is our strategic end-to-end transformation that puts sustainability and human capital at the center of how we will create value and growth by operating within planetary boundaries and inspiring positive change for planet and people.
 
 
 Our employees drive our culture. No two days are the same; we are dynamic and full of passionate teams that embrace new ideas through our collaborative spirit. At PepsiCo, we know that our company can only succeed when our associates and the society we serve flourishes. We are committed to fostering a diverse workforce by creating a collaborative, equitable and inclusive space where everyone, regardless of what we look like, where we come from or who we love, has a voice. At PepsiCo we create a Space to be y( )u.
 
 
 &ldquo;We are an equal opportunity employer and comply with the with the global human rights policies and equality laws in the countries we operate in, we value diversity at our company; it is an essential part of our success. We do not discriminate on the basis of age, pregnancy or marital/civil partnerships, religion or belief, gender, disability and we are Mowaamah -GOLD certified in Saudi.&rdquo;
 
 
 Learn more about our culture and life at PepsiCo: https://stories.pepsicojobs.com/
 
 
 
 Job Overview: The role serves as the central catalyst for all Talent, Learning, and Culture priorities across Middle East BU integrating strategic workforce planning, succession management, capability development, and culture transformation to build a high-performing, inclusive, and future-ready organization.
 
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Talent Management &amp; Workforce Planning
 </li>
 <li>
 Supports in designing and implementing Strategic Workforce Planning to anticipate talent needs, assess capability gaps, and ensure alignment with business strategy.
 </li>
 <li>
 Track hiring, onboarding, development, and retention trends across demographics (frontline, mid-management, senior leadership, and female talent).
 </li>
 <li>
 Supports the TM Lead in People Planning and Succession Planning discussions with HRBPs to ensure talent visibility and mobility.
 </li>
 <li>
 Identify high-potential talent and design development journeys, including stretch assignments and leadership connects.
 </li>
 <li>
 Generate insights from people analytics to support in presenting talent risks.
 </li>
 <li>
 Partner with the Global Support teams to develop LEAD, 360, and MPW insights to drive data-informed decision-making and incorporate into key talent planning venues
 </li>
 <li>
 Design and facilitate capability-building content to foster talent management initiatives across various levels of the BU
 </li>
 <li>
 Learning &amp; Development
 </li>
 <li>
 Supports the design, implementation, and tracking of Middle East Learning Strategy.
 </li>
 <li>
 Drive the TNA process to identify &amp; design differentiated/segmented learning plans for the entire population (FL/Staff/management)
 </li>
 <li>
 Consolidate functional training needs and propose an annual training agenda aligned with capability priorities.
 </li>
 <li>
 Support in designing and delivering local learning interventions (internal &amp; external), including leadership, behavioral, and functional programs.
 </li>
 <li>
 Partner with regional teams to cascade global programs and ensure standardization.
 </li>
 <li>
 Explore innovative learning methods, including digital learning tools, microlearning, and blended solutions.
 </li>
 <li>
 Design BU capability strategy via leveraging multiple forums &amp; methodologies e.g., virtual/online/ global, etc.
 </li>
 <li>
 Design &amp; govern capability interventions that address key developmental opportunities &amp; enable BU strategic talent priorities
 </li>
 <li>
 Create and manage project plans, calendars, communication, and sustainability processes to support TMOD initiatives
 </li>
 <li>
 Build &amp; certify learning vendors &amp; act as a relationship manager to ensure positive collaboration
 </li>
 <li>
 Culture &amp; Wellbeing
 </li>
 <li>
 Lead on innovative and agile interventions that meet the cultural and behavioral needs of business.
 </li>
 <li>
 Lead on BU inclusion for growth agenda, fostering culture across organization.
 </li>
 <li>
 Lead on organization employer brand strategy, inclusive of employee value proposition.
 </li>
 <li>
 Analyze and provide insights related to company feedback tools (ex, Organization Health Survey, ECI, etc.) to facilitate the development and implementation of meaningful &amp; effective action plans
 </li>
 <li>
 Partner with OHS Champions and HRBPs to drive BU-level actions and governance.
 </li>
 <li>
 Embed change management and communication plans to shift mindsets around wellbeing and inclusion.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 Strategic and analytical mindset with the ability to translate data into insights.
 </li>
 <li>
 Strong stakeholder management and influencing skills.
 </li>
 <li>
 Project management and execution excellence.
 </li>
 <li>
 Expertise in modern learning methodologies and digital platforms.
 </li>
 <li>
 Cultural awareness to foster an inclusive environment.
 </li>
 <li>
 Ability to design and implement scalable capability and engagement programs.
 </li>
 <li>
 Collaborative leadership and passion for talent and culture development.
 </li>
 <li>
 Holder of a bachelor&rsquo;s degree in business administration, Organizational Development or any relevant discipline.
 </li>
 <li>
 5-6 years of experience in HR, preferably with HR generalist and/ or Talent, previous experience is a must
 </li>
 </ul>
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Talent Management Sr Analyst

Explore 1734+ Talent management specialist in House Counsel Jobs In Riyadh this January. Find roles across top companies and apply now to boost your career.

1734 talent management specialist jobs IN House Counsel Jobs In Riyadh

Talent Management Specialist

Talent Management Specialist

Sr. Specialist, Succession Planning & Corporate TA

Talent Development Specialist | Travel

People Partner

Development Partner

Talent Management Sr Analyst