Job Summary:

• Responsible for leading key People initiatives across talent development, performance management, leadership development, succession planning, talent acquisition, HR Technology/transformation and employee experience.
• This role partners closely with Business and Functional Leaders to build people capabilities, strengthen leadership pipelines, attract the right talent, and create a positive employee experience across company.
• This role key functions will be covering will cover HR Digital Transformation/Digital related initiatives as well.

Responsibilities:

Talent Development

• Develop and implement the company’s learning and development strategy.
• Identify capability gaps and recommend suitable training or development solutions.
• Design practical learning journeys for employees and leaders.
• Work with external training providers and consultants to ensure quality delivery.
• Maximize available HRD Corp funding where applicable.
• Measure the effectiveness of learning programmes and their impact on business needs.

Performance, Leadership and Organizational Development

• Support the implementation and continuous improvement of the performance management framework.
• Work with leaders to strengthen performance, leadership effectiveness, and people development.
• Develop and implement succession planning and talent review processes.
• Support leadership development programmes for current and future leaders.
• Provide guidance and coaching to leaders on people and talent matters.

Talent Acquisition

• Guide the Talent Acquisition team to deliver recruitment plans and meet hiring KPIs.
• Support hiring for mid to senior-level positions.
• Provide input to ensure new hires are aligned with the company’s culture and business needs.
• Strengthen the company’s Employee Value Proposition in partnership with Branding and Strategic Marketing.
• Support employer branding activities such as career fairs, social media initiatives, and other talent attraction efforts.

Talent Experience

• Drive initiatives to improve employee engagement and employee experience.
• Support the adoption of core values across the organization.
• Review employee survey findings and recommend practical improvement actions.
• Support internal communication and engagement activities.
• Improve the employee journey from hiring to onboarding and career development.

HR Digital Transformation & People Analytics

• Develop and drive the HR digital transformation roadmap to improve employee experience, productivity, and business outcomes.
• Lead the implementation and enhancement of HR systems, digital platforms, AI solutions, and process automation initiatives.
• Partner with IT, business leaders, and vendors to ensure successful adoption of HR technology solutions.
• Develop HR dashboards and people analytics to support workforce planning and data-driven decision-making.
• Promote digital innovation, AI adoption, and continuous improvement of HR processes while ensuring data governance and compliance.

Requirements:

• Bachelor’s Degree in Human Resources, Business, Psychology, or a related field.
• Minimum 10 years of relevant experience in talent management, learning and development, recruitment, employee engagement, or organizational development.
• Minimum 4–5 years of people management experience for Senior Manager level.
• Minimum 6 years or more of people management experience for Deputy General Manager level.
• Someone experience in leading the HR function in at least 1–2 companies with a workforce of approximately 700–1,500 employees.
• Good understanding of talent management, recruitment, employee engagement, succession planning, and leadership development practices.
• Able to work closely with senior stakeholders and business leaders.
• Strong communication, stakeholder management, and presentation skills.
• Good analytical skills with the ability to translate data into meaningful insights.
• Proficient in Microsoft PowerPoint and Excel.