To build and sustain a strong operations leadership pipeline by identifying, developing, and accelerating talent from Supervisor to Store General Manager (SGM) levels, ensuring Makro has ready-now and ready-future leaders to support business growth and continuity.

Key Responsibilities

1. Talent Pipeline Development (End-to-End)

Design and drive operations talent pipeline strategy across all levels (Supervisor Manager SGM)
Identify high-potential (HiPo) talent and build structured development pathways
Ensure readiness of successor pools for critical roles across stores

2. Succession Planning & Talent Reviews

Lead regular talent review sessions (e.g., 9-box, calibration)
Develop and maintain succession plans for key operations roles
Monitor bench strength and succession coverage across all regions
Ensure at least 1–2 ready successors for critical roles (e.g., SGM, AM)

3. Leadership Development Programs

Design and implement programs such as:
Next Gen Operations Leaders (SGM pipeline)
Supervisor-to-Manager acceleration programs
Partner with L&D to deliver targeted capability development
Track development progress and ensure measurable readiness improvement

4. Talent Performance & Readiness Tracking

Monitor and track key metrics:
Talent readiness level (Ready Now / Ready Soon)
Promotion rate (internal vs external)
Time-to-readiness for critical roles
Provide insights and recommendations to improve talent quality and pipeline strength

5. Business Partnering with Operations Leaders

Work closely with SGMs, AMs, and COO to identify talent needs
Advise leaders on talent decisions, promotions, and development actions
Ensure alignment between business growth plans and talent supply

6. Organization Development & Career Pathing

Design clear career pathways for operations roles
Define success profiles and competency frameworks for each level
Ensure transparency and engagement in career progression opportunities

Key Success Metrics (KPIs)

Succession coverage for critical roles (e.g., SGM, AM)
% Internal promotion rate (reduce external dependency)
Time-to-fill leadership roles
Talent readiness improvement (Ready Now successors)
Retention rate of high-potential talent
Effectiveness of leadership programs (promotion success rate)

Key Competencies

Strong Talent Management & Succession Planning expertise
Strategic thinking and workforce foresight
Ability to assess and identify high-potential talent
Strong stakeholder management with senior leaders
Coaching and development mindset
Data-driven decision making (talent insights & analytics)

Qualifications & Experience

Bachelor's or Master's degree in HR, Organizational Development, or related fields
8–12+ years in HRBP, Talent Management, or Organization Development
Strong experience in succession planning and leadership development
Experience in retail, wholesale, or operations-driven organizations preferred

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