Key Responsibilities
Talent Development Strategy & Execution
- Develop and implement a comprehensive talent development strategy (including learning & development, leadership development, succession planning, and career pathing) that aligns with the company’s mission, vision, and business goals.
- Design and oversee end-to-end leadership development programs (e.g., executive coaching, emerging leader programs, management training) to build leadership capability at all levels.
- Lead succession planning initiatives to identify, assess, and develop high-potential employees (HiPos) for key roles, ensuring business continuity and leadership pipeline strength.
- Evaluate the effectiveness of talent development programs through metrics (e.g., retention rate of trained employees, promotion readiness, program ROI) and continuously iterate to improve impact.
- Partner with department heads to identify role-specific skill gaps and design targeted learning solutions (e.g., on-the-job training, e-learning, workshops) to address needs.
Organizational Culture & Employee Engagement
- Define, articulate, and embed the company’s core values and desired culture (e.g., inclusivity, innovation, collaboration) across all levels of the organization.
- Develop and execute culture initiatives to enhance associate engagement, belonging, and well-being (e.g., ARGs, recognition programs, culture workshops, feedback mechanisms).
- Lead regular associate engagement surveys, analyze results, and drive action plans to address gaps and strengthen culture.
- Partner with leadership team to model cultural values and ensure consistent communication of culture priorities across the organization.
Talent Management & Alignment
- Collaborate and coordinate with P&O peers (Talent Acquisition, performance management, Reward) to integrate talent development and culture into end-to-end talent lifecycle processes.
- Ensure talent practices (e.g., performance reviews, promotions, rotations) are aligned with cultural values and development goals.
- Advise senior leadership on talent and culture trends, risks, and opportunities, and recommend strategies to drive organizational effectiveness.
Team Leadership & Stakeholder Management
- Lead, mentor, and develop a team of talent development and culture professionals, fostering a high-performing, collaborative environment.
- Build strong relationships with key stakeholders to ensure alignment and adoption of talent and culture initiatives.
- Manage budgets for talent development and culture programs, ensuring efficient resource allocation and maximum ROI.
Job Specifications/Qualification
1. Education & Professional Qualification
- A Bachelor's degree and/or the equivalent combination of education and work experience is required, advanced degree in HRM, Business Administration preferred.
2. Knowledge/Experience
- 8–10 years of progressive experience in talent development, organizational culture, leadership development, or organizational development, with at least 3–5 years in a leadership role.
- Proven track record of designing and executing successful talent development strategies (leadership development, succession planning) and culture initiatives.
- Experience in a corporate environment, preferably in a fast-paced or growth-oriented organization.
- Demonstrated experience leading teams and managing cross-functional projects
- The ideal candidate would have normally worked as an expert in talent, organization development, or as a Strategic Business Partner within a multinational company.
- The role requires a well-developed understanding of the key elements of the role of HR with experience of minimum 12-15 years.
- Strong influencing skills and ability to leverage expertise to design and deploy impactful people solutions.
- Fluent English at business level is required.
- Good business acumen and experience-strong analytical and problem-solving capability.
