Manager, Talent Management

KEY DUTIES:

• Work with business in developing content and customize onboarding packages for each type of employee
• Design, create and manage Talent development and succession planning process by coordinate with HRBP and support the annual Talent Reviews
• Conduct Talent Assessment workshops/ sessions to equip knowledge and understanding on Talent Management, Succession Planning and Individual development Plan to the management and Leaders
• Manage in organizational development initiatives to support company’s strategies and drive performance and growth such as performance management, engagement surveys, career planning, coaching and mentoring programs and leadership development
• Partner effectively with HRBP and stakeholders to develop & execute strategic solutions address talent pipeline gaps/risks
• Manage Annual Talent Review cycle, developmental assessments, succession planning, performance cycle planning activities, organize meeting with leaders and employees to discuss career development and/or providing assessment results
• Partner with HRBP, business leads and Talent team on talent, leadership, career development and succession development programs
• Incoporate with P&R in develop promotion evaluation criteria and approval process
• Manage projects in networking and development activities that provide talent with the necessary visibility and executive exposure
• Drive on career framework to ensure candidates are on plans align with career aspirations, ultimate potential, and readiness by ensure follow-up actions are taken to prepare successors and develop talent pipeline
• Provide talent analytics report to leverage data that illustrates evidence of talent pipeline opportunities
• Analyze talent data and make recommendations for improvement, including the creation of reports and dashboards for business leaders
• Evaluate the impact of OD and Talent solutions and provide data-based recommendations for program optimization
• Develop and implement communication and change management plans to support the implementation and sustainability of potential talent development programs

Pivotal and professional qualifications:

• Minimum 5 years of experience in Human Resources development, 4 years in talent management experience of working in a mid/large scale organization with a focus on the design and execution of programs
• Experience in manufacturing environment would be a plus
• Demonstrate ability to make hard decisions, making the right trade-offs
• Effectively plan and efficiently deliver exceptional work while handling both volume and complexity
• Is an inspirational leader; practices genuine humility and places the team above their own interests
• Is self-motivated and hungry enough to work hard; willing to change
• Is smart about other people; has an ability to lead, manage, motivate, and run own team of future leaders
• Strong stakeholder management and communication skills; interact effectively with the organization.