Organizational Development Consultant

About Us

VT Markets is an award-winning multi-asset brokerage trusted by over 3 million traders in over 160 countries with 500 employees - and growing. Founded in 2015 with the mission to make trading accessible to everyone, VT Markets offers a robust trading environment, over 1000 tradeable instructions, ultra-low spreads, and lightning-fast execution. We are committed to providing excellent customer service and empowering modern traders to seize market opportunities. Our platform allows traders to trade anytime, anywhere, supporting them in their journey to build a safe financial future.

Your Role in VT Markets

As the Talent Strategy Specialist reporting to the Organizational Development Manager, you will be the architect of VT Markets talent intelligence infrastructure. Based in Kuala Lumpur with global impact across 7 regions, you will design and own the frameworks that define how talent is structured, assessed, and developed across the organization — from job architecture and leveling to competency models and capability pathways. Working closely with the HR COE, HR Business Partners, Compensation & Benefits, and Learning & Development teams, you will build the foundational talent systems that enable VT Markets to identify capability gaps, accelerate development, and create clear line of sight between role expectations, performance, and reward — directly supporting the organization's growth from 500 to 800 employees.

What Makes You a Great Fit

Job Experience & Education

• 4–7 years of progressive HR experience with a minimum of 2 years specializing in talent management, organizational effectiveness, or job architecture in fast-growth technology, financial services, or multinational environments.
• Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or a related field; certifications in competency framework design, talent management, or job evaluation methodologies (e.g., Mercer IPE, Hay Group, or equivalent) are strongly preferred.
• Proven track record designing and implementing job architecture, leveling frameworks, or competency models across multi-country organizations with demonstrable impact on talent clarity, retention, or performance outcomes.

Technical and Functional Skills

• Strong capability in job evaluation and leveling methodology, competency framework design, and role capability modelling with ability to translate business strategy into talent architecture that scales across functions and geographies.
• Proficiency in HRIS systems and data analytics tools (HiBob, Power BI, or equivalent) for workforce analytics, capability gap identification, and talent reporting; ability to build structured dashboards and executive-ready insights from people data.
• Demonstrated ability to integrate talent frameworks into adjacent HR systems — performance management cycles, compensation structures, and L&D curricula — ensuring coherent and consistent application across the employee lifecycle.

Soft Skills

• Strong stakeholder management and consulting skills with ability to engage regional managers, department heads, and senior leadership to gather inputs, build consensus, and drive adoption of talent frameworks.
• High analytical rigour combined with practical design sensibility — able to move between macro organizational design thinking and granular role-level detail without losing sight of usability and implementation feasibility.
• Collaborative work orientation with resilience to navigate ambiguity, manage multiple workstreams simultaneously, and deliver quality outputs in a fast-scaling, resource-constrained environment.

Your Responsibilities

Job Architecture & Leveling Framework

• Design and implement VT Markets global job architecture, including job families, sub-families, and career streams that provide consistent role classification across all functions and regions.
• Develop and maintain a role leveling framework that enables clear differentiation of scope, accountability, and impact across individual contributor, specialist, and leadership tracks.
• Partner with HR Business Partners and department heads to map existing roles into the architecture, identify structural anomalies, and establish governance processes to manage new role requests and reclassifications.

Competency Framework Development

• Design VT Markets core and functional competency framework, defining behavioural indicators at each proficiency level and ensuring alignment with organizational values and strategic priorities.
• Build leadership competency profiles that differentiate expectations across management tiers — from team leads through to senior leaders — creating a shared language for capability assessment and development.
• Maintain and evolve the competency library as the organization scales, partnering with the QCD team to ensure frameworks remain current, relevant, and practically applicable.

Role Capability Models

• Develop role-specific capability models for critical and high-volume roles across major functions (Sales, Marketing, Client Relations, Customer Service & Operations, HR), defining the knowledge, skills, and behaviours required for effective performance at each level.
• Partner with functional leaders and HRBPs to validate capability models against real performance patterns, ensuring models reflect what high performance actually looks like in context rather than generic HR templates.
• Build assessment criteria and role readiness indicators that enable structured talent review conversations, internal mobility decisions, and succession planning.

Employee-Talent Integration

• Establish direct linkage between competency frameworks and performance management cycles — ensuring appraisal criteria, rating anchors, and manager guidance are grounded in defined role capabilities.
• Partner with the C&B team to connect the leveling framework to compensation bands and Total Reward structures, creating transparent and defensible pay-for-performance logic.
• Collaborate with the QCD training team to translate capability models into learning pathways, ensuring development content directly addresses identified skill gaps at each role level.

Talent Capability Gap Analysis

• Design and execute organization-wide capability gap analysis to assess current talent against future skill requirements, producing structured insights for workforce planning, targeted L&D investment, and critical role succession.
• Build talent analytics models that segment capability data by function, region, and role level — enabling HR leadership and ExCo to make data-driven talent investment decisions.
• Establish a repeatable capability assessment cadence aligned to the annual performance and talent review cycle, ensuring gap insights are current and actionable.

What Success Looks Like

• A globally consistent job architecture and leveling framework is adopted across all functions and regions, creating clarity in role expectations, career pathways, and compensation logic that reduces ambiguity for managers, employees, and HR partners.
• Competency frameworks and role capability models are operationalized across the performance, reward, and learning systems — creating a coherent talent ecosystem where development investment is directly traceable to identified capability gaps and business outcomes.
• Regular capability gap analysis outputs are adopted as a standard input into talent reviews and workforce planning conversations, enabling HR and business leaders to make proactive, evidence-based decisions on talent development and acquisition priorities.

What We Offer

As official partners of Newcastle United F.C., VT Markets aspire to break the ancient boundaries of traditional personal finance. Through a culture of transparent and objective performance management, we are in constant pursuit of excellence, individually and collectively. Here, collaboration and intrapreneurship is incentivized and we aim to empower everyone to understand their contribution to strategic business outcomes through their individualized roles. You can expect personal growth as we aim to lead this fast-growing industry alongside a global team of diverse cultures across over 15 countries.

Your Journey After Applying

• Screening interview with our talent acquisition partner
• Interview with your manager (Organizational Development Manager)
• Second interview with 2nd-level manager (HR Director)