COMPANY DESCRIPTION
Singapore Management University is a place where high-level professionalism blends together with a healthy informality. The family-like atmosphere among the SMU community fosters a culture where employees work, plan, organise and play together - building a strong collegiality and morale within the university.
Our commitment to attract and retain talent is ongoing. We offer attractive benefits and welfare, competitive compensation packages, and generous professional development opportunities - all to meet the work-life needs of our staff. No wonder, then, that SMU continues to be given numerous awards and recognition for its human resource excellence.
RESPONSIBILITIES
- Talent Strategy and Frameworks
- Drive diverse talent strategies to identify, develop and retain high-potential employees, ensuring a strong and sustainable succession pipeline for leadership and other critical roles.
- Formulate, design and implement talent management frameworks, policies and processes to support progressive and effective talent development practices.
- Continuously review and enhance talent management approaches in line with organisational needs and emerging HR best practices.
- Succession Planning and Talent Reviews
- Lead organisation-wide talent review and succession planning exercises to strengthen leadership bench strength and readiness.
- Partner with HR Business Partners and senior leaders to identify high-potential employees and critical talent pools.
- Facilitate calibration and talent discussions to ensure consistency and rigour in talent identification and development planning.
- Leadership and Talent Development
- Design and implement leadership and talent development initiatives to accelerate the growth of high-potential employees and emerging leaders.
- Identify development interventions such as leadership programmes, mentoring, coaching and stretch assignments.
- Monitor the effectiveness of development initiatives and recommend improvements where needed.
- Stakeholder Engagement
- Engage and partner senior management across all phases of talent management, including talent identification, assessment, development and succession planning.
- Provide strategic advice and insights to leadership on strengthening organisational capability and leadership pipeline.
- Talent Analytics and Insights
- Synthesise and analyse talent data across multiple sources to generate insights and support data-driven decision making in talent reviews and workforce planning.
- Oversee dashboards and reports to track key talent indicators such as leadership readiness, bench strength and mobility trends.
- Benchmark talent management practices against industry trends and best practices.
- Drive improvements in talent processes, tools and employee development experiences.
- Other Responsibilities
- Undertake any other duties or projects as assigned by the reporting manager, in support of organisational priorities.
QUALIFICATIONS- Professional Qualifications & Experience
- Degree qualified, preferably in Human Resources (HR), Business Administration or related discipline.
- Minimum 7 years HR experience, with relevant experience in Talent Management and/or Leadership Development.
- Proven experience working with senior and executive leadership teams in complex, diverse stakeholder environments.
- Strong analytical and problem-solving capabilities with experience in talent insights.
- Excellent communication and facilitation skills.
- Talent Management and Succession Planning Frameworks - Ability to design and implement talent identification, leadership and succession development frameworks.
- Leadership and Capability Development - Able to design and delivering leadership development initiatives to build organisational capability and support leadership readiness.
- Talent Assessment - Strong understanding of talent assessment methodologies such as potential assessment and leadership readiness evaluation.
- Performance and Talent Review Processes - Ability to facilitate talent review and calibration discussions, ensuring alignment between performance outcomes and talent development decisions.
- Project Management - Strong ability to plan, organise, coordinate, multi-task and prioritise under pressure with minimal direction adept at managing stakeholders.
- Data Analysis & Reporting - Able to analyse talent data, interpret trends and generate insights to support recommendations for decision-making.
- Strategic Thinking - Able to translate organisational priorities into talent strategies and programmes that strengthen leadership pipelines and organisational capability.
- Communication - Strong written and verbal communication skills, with the ability to present complex talent insights clearly to senior stakeholders.
- Collaboration & Stakeholder Management - Able to engage and advise senior leaders on talent decisions, build trusted relationships and foster cross-functional collaboration, with HR Business Partners and other stakeholders to embed talent management practices across the organisation.
- Facilitation and Advisory Skills - Strong facilitation skills to guide talent review discussions, calibration exercises and leadership conversations on talent development.
OTHER INFORMATION#LI-KC1
Candidates who do not possess the stipulated qualifications but have relevant work experience may still apply. Remuneration and appointment terms shall commensurate with qualifications and experience. SMU reserves the right to modify the appointment terms where necessary.
Please note that your application will be sent to and reviewed by the direct employer - Singapore Management University
