Talent Management Lead

Overview

Responsible for co-creating and executing talent management programs to develop and nurture talent and future leaders across the group to meet current and future business requirements. The role will co-create and implement learning and development strategies and programs, design career pathways and career progression opportunities in the organization and co-manage high-potential talent and succession management programs. The role will champion the creation of a learning culture across the group in collaboration with the CHRO, HRBL and Line Managers. Co-create and recommend a roadmap and/or change management interventions covering people, process and platforms to enable the organization to deliver its strategy, plans and programs.

Manage Learning and Development

• Co-create learning and development (L&D) strategies and targeted programs based on current and future business and competency requirements. This also includes conducting periodic strategy review and correction if L&D strategy is found not to meet business need or there is a change in business strategy and priorities.
• Define required financial resources for L&D and prioritize spending to invest in strategic organizational capabilities to enable current and future business strategies and objectives.
• Develop assessment and monitoring process to capture Ripple of Impact (ROI) of L&D strategy and programs.

Manage Organization Development

• Co-create the business case for organizational development and change interventions to build, embed and sustain people and organization resilience and effectiveness. Align organization development and change management interventions to support and enable business strategy and goals.
• Recommend / Co-create organizational and change management delivery model, including diagnostic tools to assess the organizations current and future capability needs and agility to respond organizational development and change management needs.
• Influence and play a part in the strategic development initiatives both at group and functional level strategy development sessions to ensure strong alignment of OD interventions and programs.

Performance Management

• Develop, implement and embed a performance management framework, ensuring policies and procedures and processes are robust and relevant to the needs of the business.
• Provide appropriate support, in collaboration with the Entity HR Heads, to line managers to cascade and communicate their objectives and key results (OKRs) to their team members and develop performance goals that are strongly aligned to the groups balance score card BSC and Entity OKRs.
• Co-create communication toolkit and support line managements to communicate overall performance appraisal ratings to their respective team members.
• Monitor and evaluate the effectiveness of the performance management system by analyzing data and feedback and developing continuous improvement actions.

Manage Talent Development and Succession Management

• Co-create, deploy and embed talent management framework and processes to identify, nurture and retain talents to meet current and future needs of the business.
• Recommend and implement talent assessment tools to support efforts to identify high performing and high potential emerging talents and future leaders across the company.
• rain and co-facilitate talent review and succession planning sessions together with entity Heads of HR across the company.
• Gather and analyze talent related data, in collaboration with the Lead, EX and People Analytics to derive insights on the effectiveness of talent management programs with the end in mind to further improve impact and relevance to the company.

Drive Career Management

• Co-create career development framework and toolkits to enable employees and take ownership of their career in Concepcion. This would include co-creating career pathways and role descriptions with reference to career and competency maps.
• In collaboration with the Entity Heads of HR, coach and enable line managers to provide consistent career development conversations with the end in mind to develop and nurture to enable them to reach their full potential and meet current, and future needs of the business.
• Plan and execute company-wide communication activities to build awareness and understanding of career structure and available options within the company.
• Gather and review feedback on effectiveness of the company’s career development framework, policy and programs in sharing employee’s career progression and identify / execute areas for improvement.

Undertake Analytics and Insights

• Correlate financial and workforce analytics to design HR metrics, identify causal relationships, analyze trend, and draw workable insights to facilitate decision-making in relation to nurturing talents and building future leaders across the company.
• In collaboration with the Lead, EX and People Analytics, develop insightful presentations derived from HR metrics and workforce analytics using dashboards or data visualization tools.

Requirements

1. Solid related work experience in the field of human resource, learning and organization development, or similar disciplines, with hands-on experience in developing and executing learning and development, talent management and development programs, organization review and design processes.
2. Bachelor’s degree in psychology, behavioral science, organization development or social science is required.

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