Senior Business Partner, People & Culture
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Key skills for this role
About the Role
ADNOC Group seeks a Senior Business Partner, People & Culture to lead talent development, succession planning, and learning strategies across business areas. The role requires translating enterprise frameworks into workforce solutions and advising senior leaders on talent strategy.
Key Skills for This Role
Responsibilities
- Lead translation and deployment of enterprise talent development frameworks into business specific strategies
- Oversee succession planning across assigned portfolios
- Drive alignment of learning strategies with business capability requirements
- Advise senior business leaders on talent strategy and succession risks
- Establish mechanisms to track performance of talent development initiatives
- Shape employee development experience by embedding career pathways
Requirements
- Bachelor's Degree in Human Resource Management or equivalent
- 15 years of comprehensive Human Resources experience
- At least 5 years in People Development
- Strong communication skills
Full Job Posting
Job Purpose
- Lead and oversee the delivery of talent development, succession planning, and learning strategies across assigned business areas by translating enterprise frameworks into integrated workforce solutions, strengthening leadership pipelines, and ensuring sustained capability development aligned with AD
Key Accountabilities
- Lead the translation and deployment of enterprise talent development frameworks into integrated, business specific strategies that address capability gaps and future workforce requirements.
- Oversee the execution of development initiatives across multiple business units, ensuring alignment with organizational priorities and measurable impact.
- Consolidate business specific insights to inform continuous enhancement of talent development approaches at the enterprise level.
- Oversee succession planning across assigned portfolios by ensuring identification of critical roles, robust succession pipelines, and actionable development plans.
- Validate talent assessments and succession outcomes to ensure consistency, objectivity, and alignment with enterprise standards.
- Mitigate leadership risks by directing targeted interventions to strengthen bench strength and readiness levels.
- Drive the alignment of learning strategies with business capability requirements by integrating learning priorities into workforce and talent plans.
- Partner with CoEs to prioritize and scale learning programs that address enterprise critical skills and leadership capabilities.
- Evaluate learning effectiveness at a portfolio level and direct adjustments to enhance impact on performance and productivity.
- Advise senior business leaders on talent strategy, succession risks, and capability development priorities using data driven insights.
- Shape workforce strategies by integrating talent, development, and learning solutions into broader business plans.
- Influence leadership decisions through scenario analysis, talent insights, and forward looking workforce planning considerations.
Qualifications, Experience, Knowledge & Skills
- Bachelor’s Degree in Human Resource Management or equivalent.
- 15 years of comprehensive Human Resources experience, including at least 5 years in People Development.
- Strong communication skills to effectively deliver the HC agenda down the line.
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