Senior Manager - Talent Development

Majid Al Futtaim; United States; Remote; USD 100,000 - 140,000; Full time

Job summary

A prominent company seeking a Talent Development Senior Manager to drive talent strategy and ensure impactful development for key talents. The role demands collaboration with stakeholders to implement talent frameworks and enhance internal mobility, requiring a strategic and analytical approach. Join a vibrant team dedicated to spreading happiness and unforgettable experiences.

Benefits

Work from any country for 30 days a year

Friendly work environment

Diverse and talented colleagues

Qualifications

• 5+ years in Talent Management, HR, or similar field.
• Experience in designing and implementing talent strategies.
• Strong data and analytics skills for decision-making.

Responsibilities

• Design and execute talent development initiatives.
• Lead succession planning and talent mobility processes.
• Engage stakeholders for talent framework execution.

Skills

Communication

Stakeholder Management

Influencing Skills

Data Analysis

Education

5+ years in Talent Management or HR

Management Consulting Experience

Coaching Certification

Tools

Talent Assessment Centers

Digital Succession Tools

Job description

JOB TITLE
Talent Development Senior Manager | Holding | P&O

ROLE SUMMARY:

The Senior Manager, Talent Development, will play a pivotal role in driving talent strategy by designing and executing initiatives that ensure impactful development for key talent. Anchored in the Talent to Value methodology, this role will manage processes and special projects centred around identifying, developing, moving, and placing key talent into roles most critical to achieving business strategy and success.

This role requires a strategic, hands-on, and analytical approach. Collaborating closely with business leaders, HR teams, GS, and HCDX, the Senior Manager will embed best practices in talent identification, development, mobility, and succession, ensuring these processes are digitized, codified, and standardized across operating companies (opcos). The role demands strong stakeholder engagement, requiring direct interaction with key talents, influencing senior decision-makers, and empowering opcos to effectively implement centralized Talent frameworks.

ROLE PROFILE:

Talent Development Strategy and Frameworks

• Research and benchmark industry best practices to design and continuously refine talent development frameworks.
• Develop and codify policies, guidelines, and processes for succession planning, talent development, and mobility.
• Lead on special projects driving continuous improvement in Talent to Value framework, such as digitization, internal mobility framework role out, and implementing developmental assignments.

Personalized Development and Succession Planning

• Implement a personalized talent development approach, ensuring high-potential employees receive 1:1 engagement, transparent conversations, and personalized development anchored in succession progression.
• Partner with key stakeholders to ensure all key talent have robust, actionable development plans that align with business needs and future leadership pipelines.
• Run Succession planning and reviews, assessing fit and readiness of incumbents and successors, and driving development planning in line with succession progression.

Enhancing Internal Mobility and Career Growth

• Design and implement an Internal Mobility Framework, maximizing internal growth, career progression and talent movement, and ensuring seamless internal succession for key roles.
• Develop and deploy a digitized Talent Marketplace, identifying short-term projects and long-term developmental assignments, and facilitating talent allocation, to accelerate readiness for critical roles.

Talent Assessment and Competency Framework

• Support the design and execution of Assessment Centers to enhance talent data objectivity, improve succession planning, and drive targeted development.
• Ensure competency frameworks and skills ontology are embedded across talent management processes, such as identification, performance management, and succession.

Stakeholder Engagement and Influence

• Act as a trusted advisor, partnering with Opco HOHCs, CEOs, and senior leadership to enable the execution of centralized talent frameworks across Opcos.
• Drive strategic talent placement decisions, by identifying and lobbying for development initiatives, ensuring quality development plans are in place and aligned to succession plans.
• Collaborate with HC COEs -including Talent Acquisition, Leadership & Learning, and Total Rewards—to ensure an integrated approach to talent retention, mobility, and development of key talent.
• Ensure stakeholder accountability in talent development initiatives, by embedding it into performance reviews, business reviews, and scorecards. Analyse insights, report, and influence decision making on development, mobility and careers of key talent.

Digitization, Analytics and Reporting

• Enhance digital talent development tools, leveraging AI and market-leading
• Design and manage succession dashboards, heatmaps, and talent analytics, providing real-time insights on talent readiness, internal movement, leadership potential, and succession risk.
• Deliver regular reports and strategic insights to senior leadership, ensuring data-driven decisions that support business objectives.

REQUIREMENTS:

• 5+ years of experience in Talent Management, Organizational Development, or a related HR discipline. Management consulting experience with focus on HR-related projects a plus.
• Proven track record in designing and implementing talent management and succession strategies, policies, and programs.
• Excellent communication, stakeholder management, and influencing skills.
• Demonstrated ability to use data and analytics to drive decision-making and strategy.
• Experience with talent assessment centers/ psychometrics, and succession planning.
• Experience with digital succession and talent management tooling (including AI and market trend technology)
• Proven ability to design and implement developmental experiences, stretch assignments, and leadership acceleration program
• Coaching certification a huge plus.

WHAT WE OFFER:

• At Majid Al Futtaim, we’re on a mission to create great moments, to spread happiness and to build experiences that stay in our memories for a lifetime. We’re proud to say that over the past 27 years, we have established a reputation as a regional market leader in what we do. Join us!
• Work from any country in the world for 30 days a year.
• Work in a friendly environment, where everyone shares positive vibes and excited about our future.
• Work with over 50,000 diverse and talented colleagues, all guided by our Leadership Model.