Strategic Talent Development Professional

3 days ago

Houston, Texas, United States Nabors Industries Full time

Nabors Industries, a leading provider of advanced technology for the energy industry, is seeking a highly motivated and detail-oriented Strategic Talent Development Professional to support the Talent Management team on high-impact projects.

The successful candidate will gain hands-on experience in competency mapping, career pathway development, engagement metrics, and performance management systems. They will also have the opportunity to lead the creation of a Power BI dashboard to track crucial talent metrics and maintain data integrity within the Oracle system.

Key Responsibilities:
  • Talent Management Effectiveness Survey:
    • Project Objective: Create and distribute a survey to gauge the effectiveness of talent management programs.
      • Responsibilities:
        • Design a survey targeting both employees and managers.
        • Analyze survey results and make recommendations to improve participation and engagement of talent management programs.
    • Expected Outcomes: A comprehensive report on the effectiveness of current talent management programs with actionable insights for improvement.
  • Career Pathway Development:
    • Project Objective: Standardize the career path templates across job functions.
      • Responsibilities:
        • Research best practices for career development and progression.
        • Create templates that define clear career pathways for employees.
        • Review templates with functional leaders for feedback and revisions.
        • Post the finalized templates on the Talent Management SharePoint site.
        • Roll out communication to employees on improved career pathways.
    • Expected Outcomes: Clear, standardized career path templates that clearly outline career progression opportunities.
  • Oracle Talent Data Cleanup:
    • Project Objective: Conduct a comprehensive data cleanup for all drop-down menus related to Talent in Oracle.
      • Responsibilities:
        • Audit existing drop-down menus to identify outdated, redundant, or inconsistent options.
        • Standardize data by removing redundant entries and updating naming conventions, consulting with stakeholders as needed.
        • Add new options to reflect recent changes.
        • Test and validate all changes to ensure functionality and user-friendliness, gathering feedback from HR.
        • Document changes for future audits and updates.
    • Expected Outcomes: A clean and standardized set of drop-down menus in Oracle that are accurate, relevant, and user-friendly.
  • Talent Management Metrics and Power BI Dashboard Creation:
    • Project Objective: Identify and benchmark key metrics for talent management programs and build a Power BI dashboard.
      • Responsibilities:
        • Identify relevant metrics for succession planning, career path development, mentoring, quarterly touchpoints, performance appraisals, and goals.
        • Benchmark these metrics against industry standards and provide recommendations.
        • Design and build a Power BI dashboard to track metrics on succession planning, career path development, mentoring, quarterly touchpoints, performance appraisals, and goals.
    • Expected Outcomes: A comprehensive Power BI dashboard that tracks key talent management metrics and provides actionable insights.
  • Employee Engagement Initiatives and Metrics Implementation:
    • Project Objective: Design and implement new initiatives to boost employee engagement, along with tracking and benchmarking key engagement metrics.
      • Responsibilities:
        • Conduct research on engagement metrics used by leading companies and benchmark company metrics against industry standards.
        • Develop employee engagement programs, including recognition events, social activities, and wellness initiatives.
        • Create methods to track and assess the impact of engagement initiatives on overall employee engagement.
        • Provide recommendations for relevant engagement metrics and suggest strategies for their implementation within the organization.
    • Expected Outcomes: Provide recommendations for new employee engagement initiatives, along with a system to measure their effectiveness. Additionally, deliver a set of engagement metrics with a clear strategy for implementation.
  • Competency Mapping:
    • Project Objective: Develop a competency mapping model that links specific skills and competencies to job roles.
      • Responsibilities:
        • Standardize competencies across job functions.
        • Provide recommendations on how to integrate the competency mapping into the performance management system.
    • Expected Outcomes: A competency mapping model that clearly defines skills for job roles and is implemented in the performance management process.

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