HiPo & Leadership Development Analyst

Role Overview

HiPo & Leadership Development Analyst at Saudi Arabia Navigation Services.

Role Purpose

Assist with design, execution, and evaluation of leadership development programs, competency evaluation, fulfillment of skill gaps, and administration of SANS' talent planning and development programs.

Key Responsibilities

Competency Administration

• Measure current SANS competency evaluation exercise by comparing current with targeted competency levels.
• Coordinate with the Organization Agility & Rewards team to ensure that SANS' competencies leveling are updated to accurately assess actual versus targeted competency.

Assessment Administration

• Administer competency-based assessments throughout SANS and follow up with relevant directorates to ensure buy-in and timely completion.
• Consolidate assessment results and deliver summarized reports to line managers and Talent Planning and Development Section Head.
• Coordinate with assessment providers to deliver assessments in a timely manner and generate reports according to SANS data requirements.

Leadership Development

• Enroll SANS' employees in relevant leadership development programs based on available career tracks.
• Monitor participation rates in leadership development programs and report data to Talent Planning and Development Section Head.
• Deliver awareness presentations to SANS' employees to introduce leadership development programs and increase engagement levels.
• Prepare regular reports to monitor and control SANS' talent planning and development operations.

Succession Planning

• Coordinate with line managers to identify potential successors for enrollment in the succession planning program.
• Ensure that nominated successors meet minimum requirements of the succession planning program before enrollment.

Data Analysis

• Clean and process raw data to ensure accuracy, consistency, and completeness for analysis.
• Collect and analyze data to measure effectiveness of leadership development initiatives, including participant feedback, performance metrics, and business outcomes.

High Potential Management

• Map High Potential talent to critical roles in succession plans and identify readiness gaps.
• Track progress of High Potentials toward leadership readiness and update succession pipelines.

Policies, Processes and Procedures

• Conduct day-to-day activities while ensuring compliance to policies and procedures.
• Contribute to identification of opportunities for continuous improvement of systems and processes, considering leading practices, changes in business environment, cost reduction, and productivity improvement.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, or equivalent is required.
• No prior or minimum years of experience in Talent Management or related field is required.