Manager- Talent Management

Job Title

Manager - Talent Management

Business

Job Purpose

Design, develop, implement and manage talent management initiatives in line with global best practices in order to attract, measure and develop a strong talent pipeline and bench strength in readiness to meet the Group’s needs and plans.
 

Principal Accountabilities

Strategy Contribution
•Manage the development and implementation of the Talent Management Strategy, in collaboration with the leadership, ensuring alignment with current and emerging business requirements.
•Develop and implement sectional strategy and related strategic plans which are aligned with the vision and mission of the Group.
•Provide subject matter expertise for the assigned domain and provide support to leadership on all related areas to facilitate the achievement of sectional strategies.
Management
•Manage the section team to meet all section objectives in an efficient and cost-effective manner.
•Manage the recruitment, reward management, performance management, learning and development of the section to achieve the section’s objectives.
•Develop the knowledge, competencies and innovative spirit in the section, with an emphasis on meeting the section’s targets.
•Support the establishment of development plans, succession planning and talent pipeline to enhance business continuity within the department.
•Ensure compliance with the requirements of the Integrated Enterprise Risk Management System relevant to domain risks and implement measures to mitigate all identified risks from a Department perspective.
•Encourage innovation, enhance employee motivation and support initiatives for implementation of Change Management to continuously improve operations, processes, procedures and services
•Propose improvements in internal processes against best practices in pursuit of greater efficiency and productivity
Budgeting and Financial Performance 
•Consolidate and propose the team budget and record financial performance versus the budget so that the business is aware of anticipated costs/revenues, areas of unsatisfactory performance are identified, and potential areas of cost reduction or performance improvement opportunities are capitalised upon.
•Monitor, highlight and reconcile any significant variances in the utilization of the budget to ensure effective performance and cost control.
Talent Management
•Draft and propose a Leadership and Talent Development strategy focusing on assessment, talent review, succession planning, and career development.
•Propose strategies to strengthen the alignment of competency models and talent processes with business and people strategies/values. 
•Develop a clear Talent Management framework aligned to the strategy focusing on assessment, talent review, succession planning, career development and talent mobility in order to drive continuous development of talent in line with the current and future business requirements for the Group.
•Develop tactics and processes aligned to the strategies and framework to strengthen the alignment competency models and talent processes with business and people strategies/values, ensuring alignment to the enhanced human capital vision and business direction.
•Manage the effective collaboration with business units to drive the leadership brand, manage the talent pipeline, build capability and shape the culture to meet Talent Management objectives.
•Develop and implement an organization-wide competency model that can be leveraged at all points in the talent lifecycle.
•Provide talent planning advice in areas of succession planning, talent pipeline development strategies, leadership development coaching, and career development solutions to support availability of required levels of aptitude for business requirements.
 

Additional Principal Accountabilities

•Plan, organize and manage the talent pipeline, build capability to meet Talent Management objectives
•Develop and implement an organization-wide competency model that can be leveraged at all points in the talent lifecycle.
•Manage Talent Pools especially High Potential (HIPO) staff who need to be nurtured and groomed for career progression whilst implementing talent development initiatives to support talent growth across the business.
•Develop and implement company-wide career planning, coaching and mentoring programs in line with the overall HR strategy and business vision.
•Develop a framework that provides a clear view of talent supply  and demand, inform talent decisions and assist in prioritizing future workforce investments
•Develop and deliver Leadership Development programs (high-potential, early career and executive programs) whilst leading the effective implementation across the group. 
•Collaborate with HR Operations and business leaders to craft out meaningful development plans for key/top talent and lead effective execution to achieve defined results.
•Utilize and maintain Leadership assessments tools and methodologies (e.g. 360 degrees, success profiles) and integrate them in appropriate programs.
Policies, Systems, Processes & Procedures
•Implement and manage sectional policies, systems, processes, procedures and controls covering all areas of assigned sectional so that all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost-effective service in a consistent manner.
•Develop and execute the talent management and succession planning process (calendar, process, tools, talent reviews) to ensure the process is ongoing, consistent and integrated into key business planning priorities.
•Contribute to the development of the HR department policies, business processes and operating procedures.
•Develop and supervise the implementation of appropriate section policies, processes, systems, standards, procedures and internal controls in order to support execution of the department work programs in line with company and international standards.
Relationship Management
•Develop and maintain of effective key business relationships with all relevant external/internal entities and all sections with the highest standards of business ethics, whilst promptly attending to all critical issues in-order to ensure the services required by the organization are delivered in the most effective manner.    
•Work closely with Group CHRO, Heads of Department and colleagues across the Group.
•Interact with staff across the Group on matters related to Talent Management.
•Collaborate with Consulting firms and other third-party service providers for the provision of talent development related tools and services such as psychometric assessments.
•Network with industry peers for market information and exchange of thoughts or information on professional domain matters.
Reporting
•Manage the timely and accurate preparation of all sectional reports and meet the Group’s requirements, policies and quality standards.
•Review all sectional analytics and progress reports and provide inputs to prepare weekly and monthly reports for the section to report progress on compliance with SLAs.
•Establish and monitor a quarterly reporting dashboard for the HR management review, coordinate and collate data analysis from various HR departments.

Experience

Educational Requirements:
•Bachelor’s degree in HR or equivalent.
•Professional certification such as CIPD is preferred.
Experience Requirements:
•7-9 years’ relevant experience in Talent Management with at least 5 - 6 years in similar positions of progressively increasing responsibilities in the Group HR management function.
Skills Required:
•Strategic orientation and general management skills 
•Project management
•Innovative and conceptual skills
•Coaching and mentoring skills
•Employee relations skills
•Customer orientation
•Leadership skills
•Negotiation skills 
•Influencing skills