Primary Tasks and Responsibilities

1. Lead Training Needs Analysis (TNA) to identify organizational skill gaps and learning opportunities, guiding the development of targeted programs that align with the Commission’s objectives and drive long-term growth and capability.
2. Drive the implementation of the Commission’s training plan and continuous professional development programs, ensuring alignment with organizational goals and optimal resource utilization within the allocated budget to maximize learning outcomes and long-term impact. Continuously evaluate the effectiveness of these programs through feedback and performance metrics, refining and improving offerings to enhance overall impact and value.
3. Design and implement succession plans to ensure leadership continuity, identify key positions and staff, develop personalized development plans, and track and measure the effectiveness of succession planning efforts.
4. Lead initiatives to identify, develop, and retain high-potential employees, while assisting in the creation of talent pools for succession planning and internal promotion, and collaborating with leadership to understand business requirements and identify future talent needs.
5. Develop and maintain career mapping programs to help staff chart their career growth, provide tools and resources for continuous development and progression, and advise on career pathing, growth opportunities, and required skills for advancement.
6. Conduct regular skills audits to assess staff current skills and capabilities, maintain an up-to-date skills inventory to track competencies, gaps, and areas for improvement, and recommend strategies to close skill gaps and enhance staff performance.
7. Manage and coordinate internship and graduate industrial trainee programs in line with the Commission policies and procedures creating valuable learning opportunities that support talent pipeline development.
8. Assist in the recruitment process to shortlist, interview and coordinate a comprehensive orientation and induction program for new hires, and verifications of academic transcripts.
9. Maintain flexibility to accommodate any other duties that may be assigned by the supervisor from time to time.

Education and Professional Qualifications

• Master’s degree in Human Resource Management or any business-related course.
• Bachelor’s degree in Human Resource Management, Industrial Psychology, Social Sciences or Social Work and Social Administration.