Performance Management and Career Development Senior Specialist

Purpose of Job

Jobholders at this level are capable of operating with minimal supervision. They work within guidelines and procedures in order to prepare more complex, specialized or ad-hoc reports in their related field. They contribute to the completion of milestones or operational targets within the assigned functional area. They undertake operational activities including updating PMS and career management tools and templates, tracking HC strategy progress, rolling-out appraisals, performing analyses of performance results, assessing performance and appraisal-related complaints and inquiries, and developing IDPs and IIPs.

Job Responsibilites

Human Capital Planning

• Gather input from internal HC functions to assess current practices and capabilities and identify gaps, areas of improvement, and HC priorities
• Develop HC strategy and plans based on gap analysis results, leading practices, and ZATCA overall strategy to support the Authority’s capacity to move forward
• Develop a list of initiatives and projects based on the HC strategy and socialize with key stakeholders
• Track the progress of HC strategy and initiatives and recommend corrective actions
• Develop progress reports on the implementation of HC strategy and initiatives to be shared with concerned stakeholders for decision-making
  
  
  

Employee Performance Management

• Develop ZATCA employee performance management framework, principles, guidelines, documentation, and tools in line with leading practices taking into consideration existing gaps
• Develop individual KPIs for all positions in line with departmental and strategic objectives and targets
• Communicate performance appraisal forms and tools to employees, and provide performance management awareness training to guarantee alignment and awareness of system and practices and engagement of personnel
• Launch the annual performance management cycle based on set schedule and agenda and roll-out appraisals
• Provide support to appraisers and appraisees during the implementation of employee performance management system
• Identify issues that arise during the implementation of performance management cycle to ensure the development of corrective actions and to improve systems
  
  
  

Career Management

• Develop career map for each position to facilitate employee career planning based on individual performance outcomes
• Conduct needed employee assessments and accordingly define career programs based on determined development needs
• Develop individual development plan (IDP) system, analyze individual training needs based on performance management results, review IDP in coordination with ZATCA Academy and provide needed support for IDP completion and related training execution
• Develop individual improvement plan (IIP) system, analyze individual improvement training needs based on performance management results, review IIP in coordination with ZATCA Academy and provide needed support for IIP completion and related training execution
  
  
  

Organization and Operations

• Follow all relevant policies, processes, and standard operating procedures so that work is carried out in a controlled and consistent manner
• Help in solving escalated problems and provide needed support for junior team to ensure work is carried out in an efficient manner
• Escalate complex problems to the relevant person to ensure cases/issues are closed properly
• Perform other duties as requested
  
  
  

People Management

• Train junior staff on the different job activities to ensure transfer of know-how, when applicable
• Provide clear direction, prioritize tasks, assign and delegate responsibility, and monitor the workflow of subordinates/ junior staff
• Support junior staff or direct reports in order to execute their duties according to set policies and processes
  
  
  

Job Details

Communication and Contacs

Eductaion

Bachelor’s degree in Human Resources Management, or equivalent is required

Experience

A minimum of 2 years of relevant experience

Competencies

Communication - Developing

Professionalism - Developing

Career Management - Developing

Learning and Development - Proficient

Coaching and Internal Business Consulting - Developing

Performance Management - Proficient

Results Oriented - Developing

Customer Focus - Developing

Human Capital Program Design - Developing

Change Enabler - Developing