Job Purpose
Lead the organization's talent development strategy by designing, implementing, and evaluating learning, leadership development, succession planning, performance management, career development, and talent management initiatives that support business objectives, enhance employee capabilities, and strengthen organizational effectiveness.
Key Responsibilities
Talent Development Strategy
- Develop and implement the organization's talent development and capability-building strategy.
- Align talent development initiatives with business goals and workforce planning requirements.
- Establish frameworks, policies, and procedures related to learning and development.
Learning & Development
- Conduct training needs analysis across all business units.
- Design and oversee annual learning and development plans and budgets.
- Manage internal and external training programs, certifications, and development initiatives.
- Evaluate training effectiveness and return on investment (ROI).
- Oversee learning management systems (LMS) and digital learning platforms.
Leadership Development
- Design and implement leadership development programs for current and future leaders.
- Establish management and executive development frameworks.
- Develop coaching, mentoring, and talent acceleration programs.
Performance Management
- Lead the performance management cycle, including goal setting, mid-year reviews, and annual evaluations.
- Ensure alignment between employee objectives and organizational strategy.
- Monitor performance trends and recommend improvement initiatives.
Succession Planning & Talent Management
- Develop and maintain succession plans for critical positions.
- Identify high-potential employees and establish development plans.
- Conduct talent reviews and calibration sessions with leadership teams.
- Monitor talent pipelines and readiness levels.
Career Development
- Develop career paths, competency frameworks, and progression models.
- Support employee career growth through development planning and career counseling initiatives.
- Promote internal mobility and career advancement opportunities.
Organizational Development
- Support organizational effectiveness and change management initiatives.
- Participate in workforce transformation and organizational restructuring projects.
- Develop competency models and behavioral frameworks.
Stakeholder Management
- Partner with department heads to identify capability gaps and development needs.
- Collaborate with Talent Acquisition, HR Operations, and business leaders to support talent strategies.
- Present talent development reports and recommendations to executive management.
Governance & Compliance
- Ensure compliance with labor regulations, company policies, and applicable training requirements.
- Monitor training budgets and vendor performance.
- Maintain accurate training and talent management records.
Key Performance Indicators (KPIs)
- Training completion rate.
- Employee development plan completion rate.
- Leadership pipeline readiness.
- Succession coverage for critical positions.
- Internal promotion rate.
- Employee engagement related to development opportunities.
- Performance management completion rate.
- Training effectiveness and ROI.
- High-potential employee retention rate.
- Learning hours per employee.
Qualifications
Education
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or related field.
- Master's degree is preferred.
Professional Certifications (Preferred)
- SHRM-SCP
- SPHR
- CIPD Level 5 or 7
- Certified Talent Development Professional (CTDP)
- Talent Management Practitioner Certifications
Experience
- 8–12 years of experience in Human Resources, Learning & Development, Talent Management, or Organizational Development.
- Minimum 3–5 years in a leadership role overseeing talent development functions.
- Experience in developing leadership programs, succession planning, and performance management frameworks.
