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
