Table of Contents
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Job Overview
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About the Company
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Available Jobs
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Job Description
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Job Responsibilities
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Why This Role?
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Requirements
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How to Apply
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FAQs
Job Overview
Job Title: Executive, Talent Management
Company Name: Al-Sayer Group
Department: HRD – Talent Management (Corporate Human Resources)
Employment Type: Full-time (corporate HR role)
Start Date: As per hiring timeline (posted 21-Dec-2025)
Job Requisition ID: 14484
If you’re searching for talent management jobs in Kuwait, this role is a strong entry point into corporate HR programs that shape performance, development, and internal mobility. As an Executive, Talent Management, you’ll work closely with the Talent Manager to keep talent programs running smoothly—from assessment centers and employee feedback cycles to e-learning management, training databases, competency dictionaries, and reporting.
This position is ideal for an HR professional who enjoys structured processes, detail-driven coordination, and visible impact. You won’t just “support HR”—you’ll support the systems that help employees grow, teams perform, and leaders build pipelines.
About the Company
Al-Sayer Group is a well-established corporate group with a reputation for structured operations and professional HR practices. In organizations like Al-Sayer, Talent Management is not a “nice-to-have”—it’s a core function that supports succession, employee development, and the company’s long-term capability building.
This role sits within Corporate HR, which typically means you’ll gain exposure across multiple departments and stakeholder groups. If you’re looking for talent management jobs in Kuwait that build broad HR visibility and strong internal networks, this environment can accelerate your career—especially if you’re proactive, organized, and comfortable working with senior stakeholders.
Available Jobs
If you’re exploring talent management jobs in Kuwait, here are related roles that often align with similar skills (either within the same company or across comparable corporate HR teams):
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Learning & Development Executive / Coordinator
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HR Executive – Employee Development Programs
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Assessment Center Coordinator (HR / OD)
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HR Systems Specialist (SuccessFactors / LMS Administration)
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Organizational Development Executive (Competency Frameworks)
These roles share common skill requirements: training coordination, HR reporting, stakeholder communication, system administration, and employee engagement support.
Job Description
The Executive, Talent Management role supports the smooth implementation of talent management programs by coordinating assessments, managing learning platforms, maintaining training databases, and producing talent reports that leadership uses to make decisions.
This is not a purely administrative job. It’s a coordination-and-impact role where your accuracy and responsiveness influence:
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How fairly and efficiently employees are assessed
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How development programs are experienced by employees
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How decision-makers interpret talent data
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How effectively HR communicates and delivers talent initiatives
If you enjoy being the person who makes programs run “cleanly” and want to build a strong foundation in Talent Management, this is an excellent step.
Job Responsibilities
Below are the key responsibilities, organized to reflect how you’ll contribute day-to-day:
Assessment Centers and Employee Evaluation Support
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Prepare logistics for assessment centers and coordinate activities for employees and assessors
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Administer assessment tests, score them, document results, and communicate outcomes to employees
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Coordinate with Department Heads to ensure assessments run smoothly and on schedule
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Support AHJ-like rigor in HR terms: consistency, documentation, and process discipline that protects fairness and credibility
Feedback and Continuous Improvement
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Conduct post-CEC feedback to measure effectiveness on-the-job implementation
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Identify improvement areas and recommend changes to improve program outcomes
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Provide recommendations to improve talent management processes based on insights and recurring patterns
Training Materials, Awareness, and Communication
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Develop training material related to talent management processes to keep employees informed
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Participate in delivering awareness sessions under the supervision of the line manager
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Counsel employees on optimizing development programs and respond to queries with clarity and care
HR Systems, Learning Platforms, and Databases (SuccessFactors-Focused)
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Maintain the E-learning system by continuously checking system issues and ensuring catalog updates
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Coordinate with the supplier regarding system-related updates or fixes
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Update the BIB training database and maintain BIB on Success Factors
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Maintain Techno-Functional and Behavioral Competency dictionaries to ensure consistency across HR practices
Reporting and Governance
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Prepare talent management reports such as:
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BIB report
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PDP report
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Monthly talent management report
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Publish materials on the BIB channel according to Talent Manager instructions
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Communicate effectively with key stakeholders across functions:
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Recruitment
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HRBPs
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Business/Department Heads
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Other HR partners and internal teams
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Additional Responsibility
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Perform the duties of Petty Cash Holder (process accuracy and compliance are essential here)
This role rewards professionals who can balance people-facing communication with systems-based precision.
Why This Role?
1) A Career-Builder in Corporate Talent Management
If your goal is to grow into Talent Partner, L&D Specialist, OD roles, or HRBP tracks, this job gives you foundational exposure to the exact mechanisms that drive talent decisions: assessments, competencies, development plans, reporting, and learning systems.
2) Strong Stakeholder Exposure
You’ll interact with Department Heads, HRBPs, and employees—building professional confidence and internal networks that many early HR roles don’t provide.
3) Systems + People Skills = Future-Proof Profile
Employers increasingly value HR professionals who can bridge:
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Employee experience (communication, counseling, awareness sessions)
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HR tech (SuccessFactors, e-learning systems, structured databases)
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Evidence-based HR (reports, feedback loops, measurable program outcomes)
4) You Become the “Reliability Layer” of HR Programs
Talent programs often fail due to poor coordination and weak follow-up. If you deliver consistency, you become indispensable—and that usually leads to bigger scope, broader projects, and faster growth.
Requirements
To qualify for this opportunity, candidates should meet the following:
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Education: Bachelor’s degree
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Experience: Minimum 3 years of experience
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Languages: English and Arabic (must)
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Core Strengths (Behavioral Competencies):
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Achievement Orientation
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Problem Solving
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Customer Orientation
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Execution Excellence
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Personal Effectiveness
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Impact and Influence
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Role Fit Indicators:
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Comfortable coordinating assessment center logistics
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Strong attention to detail for scoring, documentation, and reporting
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Confident communication style for employee counseling and stakeholder updates
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Practical experience with HR systems or willingness to learn SuccessFactors workflows
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High integrity and compliance mindset (important for confidentiality and petty cash handling)
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How to Apply
To apply for this role:
FAQs
1) What do talent management jobs in Kuwait typically involve?
They usually include employee assessments, development programs, learning systems, competency frameworks, and reporting that supports leadership decisions about performance and growth.
2) Is SuccessFactors experience required for this role?
The role involves maintaining BIB on Success Factors, so experience is a strong advantage. If you don’t have it, highlight HR systems exposure and fast learning ability.
3) What is an assessment center, and why is it important?
An assessment center is a structured evaluation process (tests, exercises, interviews) used to assess skills and readiness. It supports fair development and promotion decisions when managed consistently.
4) Do I need to be bilingual for this job?
Yes. English and Arabic are a must, especially because you’ll communicate with employees and stakeholders and deliver awareness sessions.
5) What is the career path after an Executive, Talent Management role?
Common growth paths include Learning & Development Specialist, Talent Partner, OD Executive, HR Systems Specialist, or HRBP track roles—depending on your strengths and internal opportunities.