Job descriptions:
1. Career Planning & Development
- Lead the design, implementation, and monitoring of career planning and career development frameworks across the organization.
- Develop and standardize Career Planning models and Individual Development Plans (IDPs).
- Plan and execute talent identification and talent pool management initiatives.
- Implement assessment tools and systems to evaluate employee capabilities and engagement over time (e.g., 360-degree feedback, competency assessments, DISC, etc.).
- Drive succession planning programs, including identification and development of high-potential employees and future leaders.
- Lead projects to build and maintain Career Pathways and Career Roadmaps for key talent segments.
2. Talent Development Programs
- Design and deliver training programs and workshops related to talent development initiatives (IDP execution, policies, processes, and assessment tools).
- Develop and implement soft skills, leadership, and managerial capability development programs.
- Create and maintain internal training materials to support talent development and succession programs.
3. Talent Management Frameworks & Policies
- Establish and manage organization-wide frameworks, policies, and processes for talent management, career development, and succession planning.
- Review, evaluate, and continuously improve talent identification and development policies across the organization to ensure alignment with business strategy.
4. Talent Profile & Analytics
- Develop and maintain up-to-date Talent Profiles for key employees and high-potential talent.
- Monitor and report key talent metrics, including internal promotion rates and talent retention rates, on a regular basis.
- Analyze talent data and provide actionable insights and recommendations to leadership.
5. Governance, Operations & System Management
- Lead the development and continuous improvement of internal governance systems, including policies, procedures, guidelines, and operational frameworks.
- Propose and optimize delegation of authority (DOA) and collaboration mechanisms to ensure efficient cross-functional operations.
- Build and execute capability development plans for the team to strengthen expertise and succession readiness.
- Ensure compliance with internal regulations, policies, and data management standards.
- Drive digitalization and adoption of HR technologies, including AI-enabled systems, in talent management practices.
- Identify, assess, and mitigate operational risks, and coordinate with Risk, Process & Compliance teams when required.
- Oversee and manage departmental assets, tools, and resources effectively.
6. Other Responsibilities
- Perform other tasks as assigned by line manager.
- Support the development of standard operating procedures (SOPs) for the Human Resources Development function.
Qualifications & Requirements
Education
- Bachelor's degree or above in Human Resources, Business Administration, Economics, Law, or related fields.
Knowledge
- Strong understanding of organizational development models and competency frameworks.
- Knowledge of HR analytics, data-driven decision-making, and HR technologies.
Experience
- Minimum 12+ years of experience in Organizational Development, Learning & Development, or Talent Management.
- At least 8+ years in a managerial role within large organizations (1,000+ employees preferred).
Skills
- Strong analytical thinking and problem-solving skills.
- Excellent project management and time management capabilities.
- Effective communication and stakeholder management across functions.
- Proficiency in reporting and data tools (Excel, PowerPoint, Power BI, etc.).
Other Requirements
- Good command of English (reading and comprehension of professional materials).
- Ability to work independently and collaboratively in a fast-paced environment.
- High level of integrity, accountability, and professionalism.
- Proactive mindset with strong adaptability to new technologies and innovations.
- Ability to work under pressure and deliver results effectively.
