Job Summary
The Assistant Director, Talent Management & Development is responsible for designing, leading, and executing integrated talent strategies that build a strong leadership pipeline to enable sustainable organisational growth. The role oversees talent management, succession planning, talent and leadership development, talent acquisition (as a COE), internal mobility, and career framework development, ensuring alignment with business strategy and workforce priorities.
Key Responsibilities
1. Talent & Succession Management
- Facilitate annual talent identification and succession discussions.
- Develop and maintain robust succession plans and success profiles for critical and leadership roles.
- Partner senior leaders to review talent risks and targeted development actions for talent pool.
- Track and report on talent and succession metrices and internal talent movement.
2. Talent & Leadership Development
- Design and implement milestone talent development programmes, coaching, mentoring, and action-learning interventions (emerging leaders, mid-level leaders, senior leaders).
- Design and implement enterprise-wide leadership and managerial skills development programmes.
- Partner with senior stakeholders to ensure development programmes are business-relevant, outcome-driven, and measurable.
3. Talent Acquisition (COE & Senior Recruitment)
- Manage and execute AVP and above recruitment in collaboration with internal stakeholders and external search partners.
- Advise hiring leaders on talent hiring strategies and selection approaches.
- Develop talent acquisition policies, frameworks, and standards and drive implementation with respective Business Units.
- Manage and optimise recruiter and search partner contracts.
- Partner with HR Business Partners to align hiring strategies with workforce plans and talent pipelines.
4. Career Pathways & Workforce Development
- Collaborate with BU stakeholders to design structured career pathways that support professional growth, career progression, and skills development.
- Design platforms to publish career pathways to effectively to empower employees to take ownership of their development.
- Support skills-based workforce planning and future capability building initiatives.
5. Internal Mobility
- Develop and implement internal mobility frameworks to promote career movement, skills deployment, and retention of key talent.
- Champion internal hiring practices and career opportunities across the organisation.
- Establish processes to support lateral moves, stretch assignments, short-term projects, and internal secondments.
Key Requirements
Qualifications
- Degree in Human Resources, Business Administration, Psychology, or related discipline.
- Professional certification (e.g., IHRP, OD/Coaching certifications) is an advantage.
Experience
- Minimum 10–15 years of progressive HR experience, with experience in talent management, talent acquisition, leadership development, and succession planning.
- Proven experience leading or designing enterprise-level talent and leadership programmes.
- Experience working with senior stakeholders in complex organisations.
Skills & Competencies
- Strong strategic thinking with hands-on execution capability.
- Excellent stakeholder management, influencing, and facilitation skills.
- Strong project management and change management capability.
- High level of professionalism, discretion, and judgement.
