Assistant Manager, Talent Management & Organisational Development

Role Overview

The Assistant Manager in Talent Management & Organisational Development is tasked with spearheading the company’s talent and organisational transformation strategies. This encompasses activities such as succession planning, talent spotting, engagement programs, and leadership development initiatives. The role emphasizes building a solid leadership succession pipeline aligned closely with the latest organisational structure and developmental goals.

Talent Management Responsibilities

• Design and deploy a robust talent management strategy aligned with the refreshed organisational vision and objectives.
• Roll out initiatives aimed at talent recognition, nurturing, and retention to ensure a strong leadership bench.
• Leverage various assessment instruments and performance metrics to evaluate and improve talent programs.
• Work collaboratively across departments to provide growth and development opportunities tailored to leadership needs.
• Generate regular performance and progress reports on talent initiatives for senior leadership, highlighting KPIs and results.
• Continuously review and enhance talent management processes for ongoing relevance and effectiveness.

Succession Planning & Leadership Development

• Conduct talent assessments and calibrate potentials to identify high-potential individuals and successors for critical roles.
• Implement structured succession planning for key leadership and organizational positions, ensuring readiness of capable candidates.
• Support leadership continuity initiatives across all organisational levels through effective planning.
• Manage internal mobility programs that foster professional growth and aid retention of key performers.
• Oversee the creation and execution of leadership development programs that elevate leadership capabilities at every tier.

Organisational Development and Transformation

• Contribute to organisational transformation efforts by aiding in the development of the Target Operating Model (TOM) and Digital Competencies Framework.
• Assist in benchmarking research, gathering insights, and providing recommendations to stakeholders.
• Support role redesign and creation of a comprehensive capability framework aligned to strategic goals.
• Research and develop a Digital Competencies Framework integrating essential digital skills into the workforce’s core competencies.
• Help design phased implementation plans, ROI measurement frameworks, and culture transformation strategies for sustainable impact.

Qualifications and Experience

• Bachelor’s degree in Human Resources, Business Administration, Organisational Development, or related fields.
• Between 5 to 8 years of professional experience in talent management, leadership development, or human resources domains.

Skills and Personal Attributes

• Demonstrated success in executing talent management, succession planning, leadership development, and organisational development projects.
• Solid expertise in talent management methodologies, leadership assessment, employee engagement tactics, organisational restructuring, and cultural change initiatives.
• Exceptional communication, presentation, and interpersonal skills capable of influencing stakeholders at all organisational levels.
• Strong project management aptitude to multitask various initiatives concurrently.
• Familiarity with HR technological tools and systems such as HR information systems and talent management platforms is advantageous.