MAIN OBJECTIVE

To handle the Organizational Development Performance Management & Succession Planning initiatives that provides Gulf Air Group employees and its subsidiaries with the necessary tools and methods to ensure that individual goals and corporate objectives are met.

MAIN DUTIES

Performance Management System:

1. Develop, design and implement Performance Management systems and processes applicable to Gulf Air Group.

2. Provide support in reviewing and enhancing the Performance Management system to ensure it meets the evolving needs of the organization.

3. Coordinate the Performance Management cycle, helping to ensure timely and accurate data collection and reporting.

4. Assist in developing and delivering awareness and educational programs related to the Performance Management system for employees across the organization.

5. Provide administrative support to the Performance Management team, ensuring work is completed to appropriate quality standards.

6. Review, develop, and enhance the Performance Management System to ensure its maturity and adaptability to the organizational needs as it grows.

7. Implement awareness and education programs for the Performance Management system across the organization, and deploy related development programs.

8. Develop, review, update, and communicate Performance Management guidebooks, policies, and procedures.

9. Assist Department Heads in setting organizational objectives and individual targets that are specific, measurable, achievable, results oriented and time related.

10. Provide the necessary support to employees to enable them to achieve performance objectives.

11. Coordinate workflow and administrative activities necessary to deliver and document all performance management activities.

12. Conduct benchmarking studies and market research, to produce reports and recommendations that elevate the Performance Management function

13. Carry out other duties as assigned by Line Manager.

Succession Planning:

1. Assist in identifying the key leadership positions, specialized roles, and other critical roles that are essential to the organization's success.

2. Analyze the impact of these roles on the organization's overall performance and long-term viability, and provide a recommendation for the Manager to implement.

3. Identify high-potential individuals who could be groomed for these future leadership roles.

4. Assist in assessing the organization's talent pipeline and identifying any gaps or areas for development.

5. Collaborate with the Training and Development team to provide support in creating individualized development plans for identified successors, focusing on the specific skills and experiences they need to succeed in their targeted roles.

6. Facilitate in coordination with the Training and Development team opportunities for job shadowing, mentoring, coaching, and cross-training to help successors gain the necessary exposure and experience.

7. Develop detailed succession plans for critical roles, outlining the potential successors, their readiness levels, and the timeline for transition.

8. Ensure the succession plans are aligned with the organization's strategic objectives and that they are regularly reviewed and updated.

9. Establish clear communication channels and transparency around the succession planning process as when and if required.

10. Assist in linking the succession planning process to the organization's performance management system, career development, and training initiatives.

11. Monitor the effectiveness of the succession planning program and provide feedback to the HR team for potential adjustments.

Education

Bachelor's degree in Human Resources, Business Administration and/or Organizational Development qualifications

CIPD Level 3 / 5 is a plus.

Experience

A minimum of 2 years of experience within the Organizational Development or other related HR fields