The Vice President of Talent Management, Learning/Development & Employer Branding will lead the organization’s strategic approach to talent management, ensuring that the company attracts, develops, and retains top talent to support its business objectives. With a proven track record of success in managing and leading these functions, the ideal candidate should have a passion for creating a high-performing and inclusive workplace.

Key Focus Areas

• Manage four essential pillars: talent management, organisational design and effectiveness, learning/development and employer reputation-building initiatives.
• Develop and execute a comprehensive talent management strategy that aligns with the company’s business goals.
• Design and implement talent development programs that support employee growth and development.
• Create and maintain a high-performance culture that values diversity and inclusion.
• Lead a team of professionals responsible for recruiting, developing, and retaining top talent. Partner with business leaders to identify and address talent needs.
• Stay abreast of industry trends and best practices in talent management. Keep up with industry trends and best practices in talent development and organizational development (OD).

Job Responsibilities

Vision for Strategic Talent Management & Organisational Development

A comprehensive, long-term talent management strategy that aligns with organizational goals and anticipates future trends, supporting business growth, is the aim.

• Lead talent assessment process to build a solid pipeline of internal leaders through robust succession planning.
• Monitor and support the progress of individual development plans (IDPs) for high-potential employees.
• Oversee data collection and analysis of talent development metrics to track the impact of initiatives and make informed decision-making on hiring and retention.
• Establish and monitor Key Performance Indicators (KPIs):
• Measure the effectiveness of talent management, organisational effectiveness, and learning/development initiatives.
• Track key metrics such as retention of key talent, talent in critical roles, bench-strength, diversity, retention predictors of key successors, and promotion vs external hires for key management positions.

Leadership Development

• Design and implement a leadership academy, including curriculum development.
• Oversee executive and leadership development initiatives, encompassing succession planning, high-potential talent programs, and mentorship opportunities.
• Collaborate with the talent development team to create and deliver tailored training programs tailored to address critical talent gaps and challenges.
• Integrate diverse learning methods, including instructor-led training, e-learning (e.g. augmented reality), on-the-job scenarios, and coaching, to accommodate different learning preferences.
• Allocate resources for learning and development programs.
• Mentorship programme: Architect and implement a comprehensive and pragmatic mentoring programme that identifies and develops high-potential leaders across the organization and ensuring its effectiveness and alignment with strategic goals. Promote a culture of mentorship and facilitate mutually beneficial mentoring partnerships. Oversee the organization’s mentoring partnership program, promoting mentorship opportunities for both mentors and mentees.
• Provide executive coaching for senior leaders and high-potential employees, to enhance their effectiveness in leadership roles.

Learning & Development

• Developing Leaders and High Potentials Through Executive Coaching:
• Establishing a learning culture within the organization.
• Defining and Embedding Competencies Framework:
• Developing and implementing a comprehensive competencies framework for all people managers and key technical talents.
• Establishing clear definitions and proficiency levels for competencies at each job grade.
• Creating a career path map for each job role.
• Conducting development needs analysis and offering appropriate learning and development opportunities.
• Curating personalized learning paths for employees.
• Build a comprehensive learning curriculum. Designing and implementing a structured learning curriculum.
• Curated learning pathways by creating customized learning pathways for employees based on their individual needs and aspirations.

Group’s Employer Reputation-building

• Take the reins and guide the creation and implementation of a robust employer branding strategy. Position the company as the epitome of an ideal employer, alluring exceptional talents. Set the company apart in a fiercely competitive marketplace.
• Onboarding: Implement comprehensive onboarding and orientation programs, leveraging GenAI and other technologies (e.g. Virtual Reality), to provide new hires with a smooth and positive integration experience. This initiative will foster a highly positive employee experience from the start.

Executive Resourcing: Oversee and manage the talent acquisition of C-suite Management for the Group.

Team Leadership: Build, manage, and mentor a high-performing team of talent management and development professionals, providing coaching, development opportunities, and setting clear performance expectations. Design and implement robust talent review and development strategies, frameworks, and processes.

Candidate’s Qualifications & Specifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field. Masters or MBA is preferred.
• 15 or more years of experience in Talent Management, Organizational Development, and leadership development.
• Expertise in designing and delivering progressive training and development programs that fulfill organisational goals and employees’ skills gaps.
• A passion for creating a positive, happy and high-performance work environment where employees thrive.