JOB PURPOSE
Responsible to lead talent management’s strategy to ensure that Misk Foundation attracts, develops, engages, and retains top talent aligned with the Foundation’s mission. The role oversees succession planning, performance management, leadership and talent development, and career pathways to build a high performing culture that supports organizational growth and talent objectives.
KEY RESPONSIBILITIES & ACCOUNTABILITIES
1. Talent Development:
- Plan and conduct talent review processes across Misk Foundation and Ecosystem.
- Develop and maintain high potential talent pipelines.
- Implement career growth, mobility frameworks, and structured development plans.
- Develop, implement and maintain talent assessment tools such as 9-box grid, individual criticality and risk assessment, and critical roles.
- Develop talent management frameworks for performance, succession planning, career progression, and high potential identification.
- Design and rollout talent development programs and initiatives.
- Plan and conduct talent review processes across Misk Foundation and Ecosystem.
- Develop and maintain high potential talent pipelines.
- Implement career growth, mobility frameworks, and structured development plans.
- Develop, implement and maintain talent assessment tools such as 9-box grid, individual criticality and risk assessment, and critical roles.
- Develop talent management frameworks for performance, succession planning, career progression, and high potential identification.
- Design and rollout talent development programs and initiatives.
2. Performance Management:
- Lead end-to-end performance management cycle including goals planning, mid-year reviews, and year end evaluations.
- Perform comprehensive system testing through ERP to validate that all performance management processes, workflows, and functionalities meet established standards and operate effectively.
- Conduct awareness sessions for all Misk Foundation and Ecosystem employees to reinforce understanding of performance management practices, processes, and requirements.
- Ensure performance goals are aligned with strategic priorities, enabling employees and leaders to clearly understand expectations, contribute effectively, and measure success against clear KPI’s.
- Integrate and update behavioral, technical and leadership competencies into the performance evaluation process, ensuring fair, holistic, and values-based assessment of employee contributions (based on job levels).
- Partner with managers to identify performance gaps, capability needs, and development opportunities, ensuring interventions are timely and aligned with departmental priorities.
- Facilitate performance calibration sessions to ensure consistency, fairness, and equity across departments, supporting data-driven and evidence-based decision making.
- Oversee performance improvement plans (PIPs) for underperforming employees, ensuring structured support, coaching, clear expectations, and timely follow-up toward performance recovery.
- Ensure strong linkage between performance outcomes and talent decisions, including compensation, promotion, succession planning, development programs, and 9-box grid discussions.
- Develop, enhance, and maintain performance management tools and system
3. Succession Planning:
- Build and manage a robust succession planning program for critical and leadership roles.
- Perform succession planning exercise on a yearly basis.
- Manage and support Individual Development Plans for approved successors, ensuring their progress toward targeted succession positions.
- Engage with Ecosystem to ensure succession planning exercise are applied in alignment with Misk Foundation’s practices.
- Build, feed, and maintain successors pool in Misk Foundation and Ecosystem.
- Monitor and report on successors’ progress and readiness, providing regular updates to leadership and stakeholders.
3. Learning and Development (support):
- Use performance results to identify development needs and share them with L&D.
- Align IDPs and capability gaps with L&D programs.
- Partner with L&D to improve manager skills and measure development impact.
- Reviews training effectiveness and trainers' performance based on feedback and ensures trainings continuity
- Reviews technical and behavioral training plan and ensures of its alignment with the Foundation objectives and strategy
4. Organization Development (support):
- Integrate talent insights with OD strategies by using talent reviews, succession data, and capability assessments to identify organizational gaps in structure, culture, leadership, and workforce effectiveness.
- Synchronize competency frameworks and capability models between Talent Management and OD to ensure consistent expectations for behaviours, leadership capabilities, and technical skills across Misk Foundation and Ecosystem.
- Feed talent pipeline insights into OD planning, ensuring transformation initiatives consider future workforce needs, leadership supply, and readiness of successors for critical and leadership roles.
5. Employee Engagement (support):
- Partner with Employee Engagement team to design initiatives that address performance-related concerns such as workload balance, leadership effectiveness, communication gaps, and recognition practices.
- Ensure recognition and reward practices are integrated with performance outcomes, reinforcing a culture where high performance is acknowledged and celebrated, supporting higher engagement levels at Misk Foundation and Ecosystem.
- Collaborate with Employee Engagement to create action plans following engagement surveys (GPTW), linking low engagement areas with performance challenges and recommending interventions to strengthen team climate.
- Use talent assessments, succession data, and capability reviews to identify engagement drivers and areas where employees may feel underutilized, unsupported, or unclear about growth opportunities.
- Align succession planning with engagement efforts, ensuring high potential talent are supported.
- Work with Employee Engagement to strengthen leadership behaviours, ensuring leaders create supportive environments that enhance trust and communication.
5. Policies, Processes & Procedures
- Oversee, manage, and continuously enhance all Talent Management policies, processes, and procedures, including those related to performance management, succession planning, talent identification, leadership development, and employee capability building, ensuring full alignment with the standards and governance of Misk Foundation.
- Ensure policies remain current, efficient, and reflective of best practices.
7. Reporting
- Develop talent dashboards and KPIs to monitor talent pipeline strength, turnover, performance, and succession planning.
- Provide strategic insights and recommendations based on data-driven analysis.
- Prepare department and executives reports.
QUALIFICATIONS, EXPERIENCE & SKILLS:
- Saudi National
- Bachelor’s degree in HR, Business Administration or any related field.
- MBA is a plus
- Professional certificates in HR are a plus
- 7+ years in the fields of HR, with 6 years in Talent Management
