Talent Management Lead

Position Goal:
Lead the implementation of TBC Bank’s Leadership Development, Talent and Succession Strategy, own the design and ongoing improvement of its talent and performance management systems.
Talent Lead is responsible on setting the methodology, annual calendar and quality standards. Work with executive leaders and HR Business Partners to build leadership capability, strengthen succession for critical roles and develop talent for future business needs.
Responsibilities:
Talent management system - Assess the existing talent management system, design or develop processes and set a phased improvement roadmap across talent identification, calibration, succession, development and internal mobility.
Define how TBC identifies critical roles, builds success profiles, assesses candidates and calibrates successor readiness.
Coordinate the rollout of the Leadership success profiles and oversee the external assessment partner’s work.
Set the calendar for area talent reviews and quarterly CEO and ExCo reviews. Coach HR Business Partners on the process and ensure decisions have clear owners and deadlines.
Set the design and selection criteria for strategic talent pools. Work with development programme managers and business sponsors on assignments, reassessment and career moves.
Agree talent measures and platform priorities with the Senior Talent Operations and Analytics Manager. Review the talent story and decisions for executive and Supervisory Board reporting.
Performance management and goal cascading - Own the annual performance cycle, including goal setting, check-ins, year-end reviews and calibration. Define how strategic priorities cascade into measurable business, team and individual goals. Set the approach for addressing underperformance with HR Business Partners and Employee Relations.
Performance management behaviours. Equip managers to give evidence-based feedback and calibrate behaviour ratings consistently.
Development programmes. Design leadership and successor development programmes with business sponsors. Translate assessment gaps into individual development plans (IDPs), strategic assignments, coaching or mentoring. Define how managers reassess capability and application on the job after development.
Experience in managing talent management, succession planning or leadership assessment in a complex organization.
Practical experience with success profiles, evidence-based assessment and calibration of senior talent.
Ability to influence executives, facilitate decisions and lead implementation across business and HR teams.
Experience designing or improving performance management and goal cascading, leading development programmes and partnering with HR Technology and Analytics to translate talent processes into digital workflows and measurable outcomes.

Skills
Employee Relations

Employment type
Full-time

Work arrangement
Hybrid