Head, Talent  Management

The Head of Talent Management is responsible for leading and managing the organization's talent management strategy and initiatives. They are accountable for developing and implementing programs and processes that attract, develop, engage, and retain top talent to support the achievement of the company's strategic objectives. The Head of Talent Management serves as a strategic partner to the executive team, providing insights and recommendations to ensure the organization has the right people, skills, and capabilities to drive business success.

Talent Acquisition and Onboarding

Develop and implement a comprehensive talent acquisition strategy to attract, assess, and hire top talent Oversee the recruitment and selection process, ensuring a positive candidate experience and alignment with the organization's values and culture Establish effective onboarding programs to integrate new hires and set them up for success Collaborate with hiring managers to understand their talent needs and provide strategic guidance on workforce planning

Talent Development and Succession Planning

Design and implement talent development programs, including training, coaching, mentoring, and job rotations, to build the skills and capabilities of the organization's workforce Identify high-potential employees and implement targeted development plans to prepare them for future leadership roles Establish a robust succession planning process to ensure the continuity of critical roles and the availability of qualified internal candidates Provide career development guidance and support to employees to help them achieve their professional goals

Performance Management and Employee Engagement

Oversee the performance management system, ensuring it aligns with the organization's strategic objectives and supports employee growth and development Implement effective performance review processes, including goal setting, feedback, and performance appraisals Develop and execute employee engagement initiatives to foster a positive work environment, increase job satisfaction, and promote a high-performance culture Analyze employee engagement data and feedback to identify areas for improvement and implement targeted initiatives

Organizational Design and Workforce Planning

Collaborate with the executive team to assess the organization's current and future talent needs, considering factors such as business strategy, growth plans, and industry trends Develop and implement workforce planning strategies to ensure the organization has the right mix of skills, capabilities, and resources to achieve its objectives Provide guidance on organizational design and structure to support the organization's evolving needs and enable effective talent management

Talent Management Governance and Compliance

Develop and maintain talent management policies, procedures, and guidelines to ensure consistency and compliance with relevant laws and regulations Collaborate with HR, legal, and other functions to ensure the organization's talent management practices are aligned with best practices and industry standards Represent the organization in external talent management forums and industry associations, staying abreast of emerging trends and best practices

Talent Analytics and Insights

Develop and implement a talent analytics strategy to collect, analyze, and interpret data related to talent management Leverage talent analytics to identify trends, patterns, and insights that inform decision-making and drive continuous improvement in talent management practices Collaborate with the executive team and business leaders to provide data-driven insights and recommendations on talent-related matters Ensure the organization has the necessary tools, systems, and capabilities to effectively collect, analyze, and report on talent data

Diversity, Equity, and Inclusion (DEI)

Develop and implement a comprehensive DEI strategy to foster a diverse, equitable, and inclusive workplace Collaborate with the executive team and DEI champions to embed DEI principles into all aspects of talent management, from recruitment to development and advancement Provide training and support to managers and employees on DEI best practices and unconscious bias mitigation Monitor and report on DEI metrics, such as representation, pay equity, and inclusion survey scores, to track progress and identify areas for improvement

Employer Branding and Employee Value Proposition

Develop and execute an employer branding strategy to attract and retain top talent Collaborate with marketing and communications to create compelling content and messaging that showcases the organization's culture, values, and employee experience Ensure the organization's employee value proposition (EVP) is aligned with the target talent segments and competitive in the market Measure and monitor the organization's employer brand and EVP through surveys, social media analytics, and other metrics

Change Management and Transformation

Partner with the executive team and business leaders to support organizational change and transformation initiatives Develop and implement change management strategies and communication plans to help employees navigate and adapt to change Provide guidance and support to managers on leading their teams through change Measure and monitor the impact of change on employee engagement, productivity, and performance

Talent Management Innovation

Stay abreast of emerging trends, technologies, and best practices in talent management Identify opportunities to innovate and improve the organization's talent management practices Pilot and evaluate new talent management initiatives, such as AI-powered recruitment, virtual reality training, or gamification of performance management Share learnings and best practices with the broader talent management community to contribute to the advancement of the profession

Minimum of a university degree in any discipline from a reputable University Master's degree in human resources management, organizational psychology, or a related field is plus Must have relevant professional qualification like CIPM Minimum of 10 years’ experience in Human Resources with special focus in Performance Management, Career Management, Talent Acquisition, Talent Development and succession planning Experience in collaborating with executive teams and driving strategic talent initiatives

Paid time off Leave allowance Clothing allowance 13th Month