Overview
The Talent Manager – Senior Talent Pools plays a pivotal role in strategic workforce planning, crisis preparedness, and the management of critical talent pipelines, ensuring senior professionals are effectively developed, deployed, and supported.
Key Responsibilities
- Lead workforce planning for assigned domains, aligning talent availability with institutional priorities.
- Use HR analytics to forecast skills gaps and guide staffing and development priorities.
- Partner with métiers and HR functions to translate insights into actionable plans.
- Manage senior-level talent pools, ensuring diversity, readiness, and continuity in critical functions.
- Build and maintain internal and external pipelines for leadership and technical expertise.
- Oversee deployment and succession planning to reinforce organizational resilience.
- Act as a trusted HR partner and career advisor to senior talent.
- Design and implement career pathways, development plans, and talent reviews.
- Partner with L&D and Rewards to ensure fair, transparent, and value-driven progression processes.
- Serve as HR focal point for senior staff on contractual, labor law, remuneration, disciplinary, and policy matters.
- Lead joint talent strategies with métiers and regional HR teams to ensure coherence between HQ and field.
- Collaborate closely with Talent Acquisition, L&D, and Rewards to deliver an integrated “hire-to-retire” experience.
- Guide and coach Talent Officers to ensure quality, consistency, and efficiency in execution.
- Ensure compliance with HR policies while driving pragmatic, solution-oriented practices.
- Contribute to HR transformation by improving processes, tools, and frameworks.
- Foster a culture of inclusion, accountability, and continuous improvement.
Required Experience
- Proven expertise and tangible results in Talent Management (at HQ or field level).
- Strong knowledge of performance management frameworks and tools (beyond the ICRC system).
- Experience in HR Business Partnering and talent contingency planning (including surge pool design and management).
- Ability to translate strategic direction into practical, data-driven workforce solutions.
- Meaningful ICRC field experience and a sound understanding of HQ operations and dynamics.
- Minimum 10 years of professional experience, including at least 5 in HR generalist, Talent Management, or Workforce Planning roles.
- Demonstrated record of HR achievements in talent strategy, pipeline building, deployment, or career management.
- Experience in international and multicultural environments.
Qualifications
University degree in Human Resources, Organizational Development, or related field.
