Key Responsibilities

Talent Development Strategy & Execution 

• Develop and implement a comprehensive talent development strategy (including learning & development, leadership development, succession planning, and career pathing) that aligns with the company’s mission, vision, and business goals. 

• Design and oversee end-to-end leadership development programs (e.g., executive coaching, emerging leader programs, management training) to build leadership capability at all levels. 

• Lead succession planning initiatives to identify, assess, and develop high-potential employees (HiPos) for key roles, ensuring business continuity and leadership pipeline strength. 

• Evaluate the effectiveness of talent development programs through metrics (e.g., retention rate of trained employees, promotion readiness, program ROI) and continuously iterate to improve impact. 

• Partner with department heads to identify role-specific skill gaps and design targeted learning solutions (e.g., on-the-job training, e-learning, workshops) to address needs. 

Organizational Culture & Employee Engagement 

• Define, articulate, and embed the company’s core values and desired culture (e.g., inclusivity, innovation, collaboration) across all levels of the organization. 

• Develop and execute culture initiatives to enhance associate engagement, belonging, and well-being (e.g., ARGs, recognition programs, culture workshops, feedback mechanisms). 

• Lead regular associate engagement surveys, analyze results, and drive action plans to address gaps and strengthen culture. 

• Partner with leadership team to model cultural values and ensure consistent communication of culture priorities across the organization. 

Talent Management & Alignment 

• Collaborate and coordinate with P&O peers (Talent Acquisition, performance management, Reward) to integrate talent development and culture into end-to-end talent lifecycle processes. 

• Ensure talent practices (e.g., performance reviews, promotions, rotations) are aligned with cultural values and development goals. 

• Advise senior leadership on talent and culture trends, risks, and opportunities, and recommend strategies to drive organizational effectiveness. 

Team Leadership & Stakeholder Management 

• Lead, mentor, and develop a team of talent development and culture professionals, fostering a high-performing, collaborative environment. 

• Build strong relationships with key stakeholders to ensure alignment and adoption of talent and culture initiatives. 

• Manage budgets for talent development and culture programs, ensuring efficient resource allocation and maximum ROI. 

Job Specifications/Qualification

1. Education & Professional Qualification 

• A Bachelor's degree and/or the equivalent combination of education and work experience is required, advanced degree in HRM, Business Administration preferred. 

2. Knowledge/Experience 

• 8–10 years of progressive experience in talent development, organizational culture, leadership development, or organizational development, with at least 3–5 years in a leadership role. 

• Proven track record of designing and executing successful talent development strategies (leadership development, succession planning) and culture initiatives. 

• Experience in a corporate environment, preferably in a fast-paced or growth-oriented organization. 

• Demonstrated experience leading teams and managing cross-functional projects 

• The ideal candidate would have normally worked as an expert in talent, organization development, or as a Strategic Business Partner within a multinational company.   

• The role requires a well-developed understanding of the key elements of the role of HR with experience of minimum 12-15 years. 

• Strong influencing skills and ability to leverage expertise to design and deploy impactful people solutions.   

• Fluent English at business level is required. 

• Good business acumen and experience-strong analytical and problem-solving capability.