The talent management manager, in coordination with management members, sets the vision, strategy and priorities for the company's recruitment processes, as his role requires taking on several tasks such as optimizing 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 for business success, the role of the talent management manager is mainly to oversee the processes of attracting, developing and retaining employees in a way that reflects positively on achieving the company's goals.

Job description of the talent management manager:

The talent manager focuses on the entire employee life cycle, which includes outsourcing recruitment and recruitment, preparation, professional development, engagement, succession planning, and employee 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 goals, and his role includes providing strategic advice and recommendations that take into account several important factors such as vacancies, skills gaps, job turnover rates and the current stage of development of the company.

Roles and responsibilities

First: - leadership or strategic roles 

• Work directly with the CEO and senior management to identify and address HR concerns and build strategies for employees that support the company's goals. 
• Form a team with recruitment and marketing managers and executives to help build a strong brand for the employer. 
• Writing and implementing HR policies that affect the employee life cycle such as: recruitment, performance reviews, succession planning, internal promotion, training, career development
• Develop executive talent management and retention strategies. 
• Preparation of standards for tracking organizational performance. 
• Follow HR best practices to improve the talent acquisition process. 
• Verification of organizational design and workforce planning with management. 
• Assess leadership gaps across the organization and use different methods and approaches to promote diversity in senior executive teams. 

Second: - roles in the polarization process

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

1. Marketing for job vacancies
2. Candidate management
3. Hiring external recruiters
4. Preparation of staff qualification programs

Third: - roles in enhancing the image and reputation of the company

• 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 value proposition provided to the EVP employee by offering continuous performance surveys and reviews in order to build a solid talent management strategy and provide customized benefits to leadership teams. 
• Formulate promotional messages for the reputation and image of the company 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 the levels of financial compensation for senior executives based on performance and experience. 

Fifth: - roles in professional development 

• Work with the learning and development team to identify existing skills gaps, and analyze training needs. 
• Establish, supervise and evaluate learning and development programs to address performance gaps and enhance the competitiveness of the company. 
• Evaluate the success of development plans by closely monitoring performance.

Sixth: - roles in employee engagement  

• Encourage an employee-centered work environment culture by conducting regular evaluations to improve working conditions and workflow. 
• Launch motivational programs for executives and high-performing managers. 
•  Conduct 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 in line with the employee's career advancement and meet the potential recruitment needs of the organization in the future. 
• Formulating policies related to internal recruitment and promotion process. 
• Supervise personnel actions such as promotions, transfers, layoffs and disciplinary procedures.

Eighth: - roles in the employee retention process 

• Monitoring, analysis and reporting of job turnover rates. 
• Plan and launch employee retention programs and initiatives to reduce employee turnover.

Required skills and knowledge of the talent management manager:

• • Familiarity with all recruitment processes – sourcing, screening, selection, recruitment, preparation. 
  • Knowledge of dealing with the ATS applicant tracking system. 
  • Grouping candidates and managing different tracks. 
  • Familiarity with social media and the management of resume databases. 
  • Build networks and relationships. 
  • Job vacancy marketing
  • Enhance the image and reputation of the company 
  • Learning and development
  • Ability to manage projects
  • Management and performance improvement
  • Staff integration
  • Job satisfaction 
  • Employee retention
  • Labor legislation
  • Analysis and critical thinking skills 
  • Leadership skills
  • Time management skills
  • Communication and communication skills
  • Strategic management and implementation
  • Sales and marketing
  • Negotiation skills

Required qualifications 

• Bachelor's degree in human resources, management or a 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

Steps to become a talent manager:

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

Source :

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