Live opening · Posted 9 hours ago
The key details from the original listing.
Description supplied by the original job listing.
1. Role Purpose
To drive talent management processes, competency architecture, leadership assessment, succession planning, talent reviews, organisation development initiatives, and HR benchmarking to build a future-ready workforce.
The role will drive HR transformation initiatives while leveraging data and analytics to measure business impact. The incumbent will work closely with business leaders and cross-functional stakeholders to build organizational capabilities, and build and development
2. Key Responsibilities
A. Talent Management Framework
Execution of talent management strategy aligned with business objectives.
Facilitate annual talent reviews and people discussions.
Support identification and development of high-potential talent.
Drive succession planning for critical positions.
B. Competency Framework & Assessment
Maintain enterprise-wide competency frameworks.
Conduct competency mapping across functions and roles.
Integrate competency frameworks into hiring, development, performance, and career management processes.
C. Assessment & Development Centres
Manage 360-degree feedback processes
Coordinate psychometric assessments and behavioural assessments.
D. Benchmarking & HR Best Practices
Lead external benchmarking studies on various frameworks and HR practices
Analyse external benchmarks and translate findings into actionable HR initiatives.
Support HR policy and process enhancements based on market practices.
E. Performance & Career Management
Support performance management effectiveness initiatives.
Support in PMS process
Develop career frameworks and career pathing models.
Drive Individual Development Plans (IDPs).
Build internal mobility and career development processes.
F. Organisation Development & Culture
Support organisation design and workforce planning projects.
Drive culture and values integration initiatives.
Support employee engagement and organisational effectiveness programs.
Lead change management initiatives for people transformation projects.
G. Talent Analytics
Build talent dashboards covering:
Bench strength
Succession readiness
Hi-Potential pipeline
Internal mobility
Competency gaps
Talent risk indicators
Present insights and recommendations to senior leadership.
3. Competency Requirements
Business Orientation
Learning Agility & Continuous Learning
Analytical & Data-Driven Thinking
Stakeholder Management & Influencing
Strong Communication & Presentation Skills
Collaboration & Relationship Building
Planning & Execution Orientation
Problem-Solving & Decision-Making
Ownership & Accountability
4.Interfaces / Key Working Relationships
Internal –
Senior Management / Business Leaders
Human Resources
Business Functions
Operations / Manufacturing
IT / Digital Teams
Functional Heads and People Managers
Employees across functions
External –
Learning & Development Consultants
Training Partners / Facilitators
Psychometric & Assessment Providers
Digital Learning Platform Providers
HR Technology / Solution Partners
External Subject Matter Experts
5. Qualifications & Experience
Master’s degree in human resources, Organizational Psychology, Business Administration, Learning & Development, or a related discipline with 6+ years of experience in Organisation Development, Talent Management and Development and Employee Experience. The role requires strong analytical, communication, presentation, documentation, and change management skills, along with the ability to work effectively across business and functional teams. Might involve quarterly travel to all sites.
Work arrangement
No
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