Talent Pool Management Specialist

• Analyzes the talent pool and develops recommendations for development in this area.
• Maintains communication with department representatives and managers responsible for talent pool development in departments and divisions.
• Organizes regular discussions and identifies potential risks related to the talent pool.
• Together with the team lead, develops concepts and strategies for planning and developing the talent pool
• Ensures the high-quality formation of the talent pool
• Advises managers at all levels on talent pool planning issues, as well as on the implementation of relevant initiatives and projects in this area
• Analyzes global trends and best practices in the talent pool planning and development area for potential implementation in the company
• Regularly analyzes feedback on the results of events held and makes necessary adjustments to the process
• Informs management about the latest scientific and practical achievements and modern software products (digitalization) in the field of staff assessment and development, as well as work with the talent pool.
• Interacts with department and division managers to identify personnel development needs and develop strategic objectives.

• Provides support in the implementation of projects in accordance with the program strategy to replace foreign personnel with local staff.
• Monitors the implementation of the nationalization program, as well as development plans and their execution.
• Ensures interaction with department representatives, collects necessary data on job requirements and functional responsibilities.
• Prepares presentations for the functional PDC, coordinates necessary changes with the manager.
• Takes an active part in projects aimed at personnel development.
• Compiles a list of candidates by department and collects the necessary data to create candidate profiles.
• Develops proposals for management on creating programs to develop key employee competencies to ensure they perform their job duties effectively.

• Analyzes employee profiles and career development plans, and develops recommendations for department managers.
• Works with the team lead to develop career development planning concepts and strategies.
• Interacts with department representatives and managers responsible for employee development in departments and divisions.
• Organizes regular discussions and identifies potential risks associated with employee development.
• Provides advice to managers at all levels on career planning and development.
• Monitors the implementation of career development plans in the system.
• Takes an active part in projects aimed at employee development.
• Analyzes global trends and best practices in the field of employee development.
• Regularly analyzes feedback on the results of events held and makes necessary adjustments to the process.

• Collects and analyzes necessary data within the framework of various projects.
• Provides support to various departments in the development and implementation of projects.
• Prepares analytical summaries, reports, and presentations upon request.
• Prepares statistical data and responses for submission during audits.
• Participates in projects to improve HR processes

• High. Master's degree in Human Resource Management (HRM) and CIPD, SHRM, and similar certifications are welcome.
• No less than 3 years.
• Kazakh, Russian, English (Advanced level).
• Advanced User of Microsoft Office Experience working with various human capital management systems is preferable.

• RoK Labor Law
• Methods of collecting, evaluating, and analyzing information
• Systems and methods for talent management, staff training, and staff assessment
• Standards and methods for career development

• Collect, summarize and structure the information
• Express thoughts clearly, concisely and in a structured manner both in writing and verbally
• Develop solutions within the scope of job duties
• Act independently with minimal level of supervision over work performance
• Possess people’s skills
• Evaluate own strengths and weaknesses
• Use feedback to improve own performance
• Take practical steps for self-development
• Share work experience and information with colleagues to accomplish team goals

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