Senior Talent Development Manager

1.Talent Development and Management: Manage high-performing individuals to retain and develop them for mission-critical or pivotal roles within the organization.

• Gather and analyze talent related data to derive insights on the effectiveness of talent management programs, incorporating feedback from individuals in the programs and stakeholders for continuous improvement.
• Implement HR development initiatives that balance and meet the needs of the people as well as the current and future needs of the organization.
• Develop talent management framework and processes to identify, develop, assess retain talent to meet the current and future organization needs.
• Develop and deploy assessment tools to identify high-performing individuals and high potentials as talents of the organization.
• Develop and implement talent development programs such as management trainee, internship and others (program framework, processes of selection, onboarding, learning and development, benefits, assessments…). Manage, engage, follow up with the development of young talents.

2. Engage HR professionals in competency management and Integrate competency frameworks in the development and implementation of talent management programs

• Participate in projects of building/ maintaining/ updating Job profile, Competency Framework/ Dictionary and support in integrating Competencies into HR processes and communications accordingly
• Guide employees to refer Job profile and Competency framework to determine skill requirements and expectations for various roles
• Coordinate with the Training and functional departments to develop a training plan based on training need analysis of the sectors and departments; ensure the training programs are delivered accordingly (i.e, on-boarding, technical and leadership training programs) online and onsite, track and manage training

3.Career Management

• Design career pathways and planning toolkits to help workforce understand their career development options in the organization.
• Plan and execute business industry -wide communications activities to build awareness and understanding of the career structure and options available in the organization.
• Gather feedback on the effectiveness of the business industry’s career development framework, policy, and programs in shaping workforce’s career progression and recommend areas for improvement.

4.Talent Assessment and succession Planning:

• Integrate succession plans into talent management programs to ensure they are holistic and coherent
• Participate in developing Talent Assessment & Succession Planning procedures, guidelines and tools per management/ supervisor’s direction
• Coordinate the processes of Talent Assessment & Succession Planning, follow up with HRBPs and/or Business units to ensure timely progression
• Participate in organizing Corporate Talent Review Meeting, provide support to HRBPs and/or BU’s in organizing Functional/ Sub-Functional Talent Review Meeting (Functional People Forum)
• Coordinate, provide instructions and consultation to HRBPs and Business units on planning and execution of IDPs (Individual Development Plans)
• Maintain an accurate record and reporting of succession plans and potential successors. Formulate relevant database, reports and analytics
• Implement succession plans by working with business leaders to identify and groom individuals to take over mission-critical roles and pivotal positions within the organization.
• Follow up key talent’s development progress

5.Performance Management - OKR system

• Assist in updating, implementing the Performance Management processes, policies, guidelines
• Review OKRs system to ensure rationality, consistency with roles & responsibilities and compliance with internal guidelines that fairly reflect the relative performance of people so that performers are appropriately rewarded and non-performers are dealt with through improvement plans or planned exits.
• Support to manage the operation of Performance Management System when required

6. Leadership Development Training and Development

• Participate in the development of training policies and procedures.
• Conduct training needs assessments and analysis, design program frameworks, content, and training materials based on the 10/20/70 learning model; contribute to the development, enhancement, and management of the E-learning system.

7.Directly assistant to CPO on daily operations/requirements:

• Provide day-to-day strategic support to the CPO which includes the preparation and routing of reports, documents, presentation decks, ad hoc data requests, dashboards, etc. Connect cross teams within HR and cross functional/business group.
• Provide sophisticated calendar management for CEO. Prioritize inquiries and requests while troubleshooting conflicts; make judgements and recommendations to ensure smooth day-to-day engagements.
• Serve as the primary point of contact for internal and external constituencies on all matters pertaining to the CPO, including those of highly confidential or critical nature
• Work closely with the CPO to keep them well informed of upcoming commitments and responsibilities, following up appropriately.
• Provide "gatekeeper" and "gateway" role, providing a bridge for smooth communication between the CPO and internal/external stakeholders.

8.Support HR Leadership team:

• Act as a liaison and provide support to the HR leadership team.
• Arrange and handle all logistics for HRLT meetings and events: schedule meetings; draft agendas; develop, compile, and distribute presentation materials; and record meeting minutes.
• Assist with HR all staff meetings and events as needed
• Manage data warehouse, document forms/templates of HRLT team

9.Support CPO with assigned projects in coordinating with various stakeholders:

• Support CPO with assigned projects in coordinating with various stakeholders in Talent acquisition, Employer Branding, Talent management, learning, culture, HR event.
• These work includes but not limited to collecting data, collecting feedback, analyzing scenarios, data mining, estimating risks and making proposals etc.

• 5 – 10 relevant year of working experience. At least 4 years of working experience in HR, in which 3 years of experience in similar job scope.
• Bachelor degree, major in HR Management, Business Administration, Economics or relating areas.
• Experience in implementing Talent Management programs, managing Performance Management System
• Experience in developing and supporting organization-wide talent management programs that cover one or some of following programs performance management, talent development, coaching, succession planning, data analytics and relationship management is an advantage.
• Previous experience in capturing metrics and producing various employment reports..
• Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs.
• Self-driven and has the capability and confidence to interface effectively with senior leaders, members of the HR team, and multiple stakeholders, driving the implementation of critical leadership & learning initiatives focused always on outcomes for the organization
• Experience in the conception, design, delivery, and implementation of an array of organizational development and learning programs preferred.
• Deep experience in leadership development through a variety of channels, with a strong emphasis on experiential learning and learning sustainment preferred.
• Experience in leading the design and implementing Engagement, Corporate Learning, Performance Management programs and initiatives is an asset.
• Advanced in English.