Refined Long Description:
The Talent & Development Specialist is responsible for the planning, design, and execution of talent development initiatives aligned with the strategic vision of the Government of Dubai Media Office (GDMO). This role ensures that development programs, succession planning, and employee training efforts support both organizational goals and individual growth. The Specialist also plays a key role in managing and mentoring Talent & Development Chief Officers, fostering both technical and soft skill enhancement.
This position requires strong leadership, team coordination, and strategic thinking, executed in accordance with GDMO policies, procedures, and long-term HR vision.
Key Responsibilities:
Strategic HR and Talent Development
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Support the Section Head of HR in implementing HR strategies aligned with GDMO’s overall strategic objectives.
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Develop and maintain Talent & Development policies and procedures.
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Collaborate with department Directors to assess talent needs and design appropriate learning and development programs.
Team Leadership and Oversight
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Supervise and guide Talent & Development Chief Officers in their daily responsibilities, ensuring effective delivery of strategic projects and programs.
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Provide continuous technical and professional development opportunities to the team, using a mix of on-the-job, in-person, and virtual training methods.
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Submit performance metrics and documentation to support monthly KPI reporting.
Succession Planning & High-Potential Talent Programs
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Design and implement a succession planning framework for key leadership roles within GDMO.
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Identify high-potential employees and develop tailored leadership and development plans.
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Create a structured high-performers program offering growth, learning, and career progression opportunities.
Training & Development Program Design
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Define employee development policies to address current and future skill gaps across departments.
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Design and implement technical and soft skills training programs through various formats: online courses, in-person sessions, workshops, and on-the-job experiences.
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Gather training needs from departments, align them with GDMO’s competency framework, and source suitable internal or external learning providers.
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Develop specialized training (e.g., Crisis Communications, presentation skills for roadshow teams, consulting skills for Strategy & Excellence teams).
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Manage all aspects of training program logistics including scheduling, record-keeping, tracking attendance, and issuing certifications.
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Promote diverse development methods such as mentoring, coaching, job rotations, secondments, and lateral moves.
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Design a writing and pitching training program to improve employees’ communication skills, particularly in creating briefs and developing proposals.
