Key Responsibilities:
1. Strategic organization design and career management
- Strategic alignment: Partner with senior leadership to translate long-term business objectives into actionable human resource, organization development, and workforce plans
- Organizational design and development: to evaluate and reshape the company's organizational structure to improve agility, scalability, and efficiency
- Career Pathing & Mobility Strategy: Support the alignment of career path guidelines, internal mobility, and promotion criteria to promote fairness, transparency, and high integration with other strategic HR systems.
- Process Standardization: Author comprehensive operational manuals, process guidelines, and status reports for succession and career management programs.
2. Strategic Talent Management Framework
- Research & Innovation: Benchmark industry best practices and study workforce insights to propose creative ideas that enhance the corporate Talent Management Framework (including selection criteria, advanced development pathways, and retention strategies).
- Formulate & Execute Plans: Develop actionable and effective management blueprints tailored for high-performing and values-driven employees, monitoring progress closely to ensure milestones are successfully achieved.
- Pipeline Management: Support and monitor the performance and capability of employees within the Talent Pool, ensuring the quality meets corporate standards and the volume is sufficient to sustain future business growth.
3. Succession Management
- Governance Policy and Procedure: Ensures continuous leadership and minimizes operational disruption by establishing a structured, formalized framework for identifying, assessing, and developing future leaders.
- Identify Critical Positions: Conduct strategic organizational assessments to identify key leadership and critical positions, formulating robust succession frameworks to secure business continuity.
- Successor Readiness & Development: Design and execute rigorous selection processes and accelerated preparation frameworks (Customized Development Plans) to fast-track successor readiness.
- Executive Succession Reporting: Synthesize talent & succession data and prepare comprehensive analytics, status reports, and dashboards regarding Talent Pool health and successor readiness for executive-level presentations.
4. HR Analytics, Reporting & Stakeholder Collaboration
- Performance System Design: Develop and implement performance evaluation tools, review frameworks, and continuous feedback loops.
- Data Analytics & Reporting: Track performance metrics, identify productivity bottlenecks, and create executive dashboards to drive organizational effectiveness.
- Cross-functional Collaboration: Partner closely with internal stakeholders, Department Heads, HR Business Partners (HRBPs), and external partners to ensure seamless and impactful execution of all strategic talent initiatives.
Qualifications:
- Education: Bachelor's or master's degree in human resources, Organization Development, Industrial Psychology, Business Administration, or a related field.
- Experience: Minimum 5–8 years of solid experience in HR Strategy, Talent Management, Succession Planning, Organization Development (OD), or HR Consulting.
- Technical Skills:
- In-depth understanding of HR Strategy formulation, Talent Management models, Succession Planning frameworks, and competency-based development.
- Proven experience in designing Individual Development Plans (IDPs) and executing career architecture/pathing projects.
