Job Purpose:
Responsible for leading the organization’s end-to-end talent management agenda, including talent strategy, succession planning, leadership pipeline development, performance management, career development, employee retention, and talent governance.
Key Accountabilities:
1. Talent Strategy & Workforce Planning
- Develop and implement the talent management framework aligned with business objectives.
- Partner with business leaders and HRBPs to identify current and future capability needs.
- Identify critical roles, skills gaps, and talent risks across the organization.
2. Succession Planning & Talent Pipeline
- Lead succession planning for critical and leadership roles.
- Identify high-potential employees and build structured development plans.
- Build internal talent pools to support business continuity and future growth.
3. Performance Management
- Manage and improve the performance management cycle, including goal setting, reviews, and calibration.
- Ensure performance outcomes are linked to development, career growth, and succession planning.
- Coach leaders on effective performance conversations and fair evaluation practices.
4. Learning, Development & Career Growth
- Identify development needs and support leadership and talent development programs.
- Work with L&D to implement career pathways, mentoring, coaching, and capability-building initiatives.
- Monitor development plan progress and evaluate program effectiveness.
5. Employee Engagement & Retention
- Develop retention initiatives for high-performing and high-potential employees.
- Analyze engagement, turnover, performance, and mobility data to identify risks.
- Recommend retention actions in partnership with HRBPs and business leaders.
6. Talent Review & Assessment
- Manage talent assessment tools, competency frameworks, 9-box grid reviews, and potential assessments.
- Ensure talent identification is fair, consistent, and evidence-based.
- Use performance, potential, capability, experience, and business impact to support talent decisions.
7. Governance & Reporting
- Lead HR projects related to talent, performance, leadership development, and succession planning.
- Ensure talent policies, processes, and tools are documented and communicated.
- Prepare executive reports on talent health, succession readiness, development progress, and retention risks.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- Master’s degree or professional certification is preferred.
- CIPD, SHRM, HRCI, or Talent Management certification is an advantage.
Experience
- 7–9 years of experience in HR, talent management, organizational development, performance management, or learning and development.
- Experience leading succession planning, performance management, talent reviews, and leadership development initiatives.
- Experience partnering with senior leaders and managing HR projects.
