Chief Talent Officer job description

The Director of Talent Management, in coordination with members of management, sets the vision, strategy and priorities for the company's recruitment operations. His role requires undertaking several tasks such as improving recruitment procedures, building relationships to guide candidates and succession planning, and managing short- and long-term recruitment requirements.

Because people are the most important resources in any organization, and because finding and developing them is crucial to the success of the business, the role of the talent management manager is mainly to supervise the processes of attracting, developing, and retaining employees, which reflects positively on achieving the company’s goals.

Talent Management Manager Job Description:

A talent manager focuses on the entire employee lifecycle, which includes outsourcing recruitment and acquisition, onboarding, career development, engagement, succession planning, and retention.

The talent manager also works closely with the manager and other decision makers in the company to ensure alignment between talent development initiatives and business objectives. His role also includes providing strategic advice and recommendations that take into account several important factors such as vacant positions, skill gaps, turnover rates and the company’s current development stage. .

Roles and responsibilities

First: - Leadership or strategic roles 

• Work directly with the CEO and senior management to identify and address HR concerns and build employee strategies that support company goals. 
• Team up with hiring and marketing managers and executives to help build a strong employer brand. 
• Writing and implementing HR policies that impact the employee life cycle such as: recruitment, performance reviews, succession planning, internal promotion, training, and career development
• Develop executive talent management and retention strategies. 
• Preparing standards to track organizational performance. 
• Follow best human resources practices to improve the talent attraction process. 
• Verifying organizational design and workforce planning with management. 
• Assess leadership gaps across the organization and use different methods and methods to enhance diversity in senior executive teams. 

Second: - Roles in the polarization process

• Assess the company's recruitment needs to build long-term recruitment plans.
• Conduct discussions with hiring managers based on hiring needs.
• Supervising the creation, implementation, evaluation, and improvement of various aspects of the process of recruiting and attracting high-potential talents for administrative and leadership positions in the company. These aspects include:

1. Marketing for job vacancies
2. Candidate management
3. Using external recruitment agencies
4. Preparing employee qualification programs

Third: Roles in enhancing the company’s image and reputation

• Laying the foundations for designing attractive offers for the employee to ensure that the company’s image and reputation match the employee’s perceptions.
• Measure the effectiveness of the EVP's employee value proposition by rolling out ongoing performance surveys and reviews in order to build a solid talent management strategy and deliver customized benefits to leadership teams. 
• Formulating promotional messages for the company’s reputation and image that reflect its value and vision in a positive way.

Fourth: - Roles in performance management 

• Collaborate with line managers to evaluate employee performance. 
• Create performance improvement plans. 
• Determine financial compensation levels for senior executives based on performance and experience. 

Fifth: - Roles in professional development 

• Work with the Learning and Development team to identify skill gaps and analyze training needs. 
• Create, supervise and evaluate learning and development programs to address performance gaps and enhance the company's competitiveness. 
• Evaluate the success of development plans by closely monitoring performance.

Sixth: - Roles in employee engagement  

• Encourage an employee-centric work environment culture by conducting regular assessments to improve work conditions and workflow. 
• Launching incentive programs for high-performing executives and managers. 
•  Conducting surveys on the extent of employee dedication and loyalty to the company to track and monitor employee reactions and feelings.

Seventh: - Roles in succession planning

• Develop long-term succession plans that align with the employee's career progression and meet the organization's potential future hiring needs. 
• Formulating policies related to internal recruitment and promotion process. 
• Supervising employee actions such as promotions, transfers, layoffs, and disciplinary procedures.

Eighth: Roles in the employee retention process 

• Monitor, analyze and report on employee turnover rates. 
• Plan and launch employee retention programs and initiatives to reduce employee turnover.

Skills and knowledge required by the talent management manager:

• • Familiarity with all recruitment processes – sourcing, screening, selection, hiring, and onboarding. 
  • Knowledge of dealing with the ATS applicant tracking system. 
  • Grouping candidates and managing different paths. 
  • Familiarity with social media and CV database management. 
  • Building networks and relationships. 
  • Marketing job vacancies
  • Enhancing the company's image and reputation 
  • Learning and development
  • Ability to manage projects
  • Managing and improving performance
  • Employee integration
  • Job Satisfaction 
  • Retaining employees
  • Labor legislation
  • Analysis and critical thinking skills 
  • Driving skills
  • Time management skills
  • Communication and Connection skills
  • Strategic management and implementation
  • Sales and marketing
  • negotiation skills

Required qualifications 

• Bachelor's degree in Human Resources, Management, or similar field
• Master's degree in Human Resources, Management or any related field
• Previous experience in human resources, specifically in senior management or leadership roles

Helpful steps to become a talent management manager:

6. Gain experience in the field of human resources, specifically in the field of recruitment and talent attraction
7. Obtaining accredited training certificates. 
8. Focus on building and developing relationships. 
9. Acquire digital human resources skills. 
10. Build and expand your talent network. 
11. Refine leadership skills. 
12. Practice having a flexible and strategic mindset. 

Source :

https://www.aihr.com/blog/chief-talent-officer