About The Role
We are looking for a Senior Manager, Talent Management to drive FairPrice Group's talent management strategy and delivery across succession, talent reviews, performance and potential, leadership development, and skills based capability building. This role will bring a strong edge in predictive talent tools and AI enabled analytics to help leaders make better talent decisions and strengthen our future bench.
Key Responsibilities:
FPG Talent Management Strategy And Governance
- Lead the annual talent management cycle including talent reviews, succession planning, calibration, and development planning
- Build a coherent talent management framework that links business strategy, workforce and skills needs, and talent actions
- Set clear governance, standards, and leader enablement to drive consistent talent decisions across the organisation
Predictive tools and AI enabled talent solutions
- Design and implement predictive insights and decision tools such as flight risk, internal mobility matching, performance trajectory, and high potential identification
- Translate insights into practical actions including retention plans, accelerated development, targeted mobility moves, and capability building
- Partner HR technology and data teams to ensure strong data quality, model monitoring, bias and fairness checks, and explainability with human judgement in the loop
Skills-based Talent and Career Architecture
- Build or enhance skills taxonomy, job architecture, and career pathways to support hiring, development, and internal mobility
- Establish skills based assessments and development journeys for critical roles and future capabilities
- Enable a stronger internal talent marketplace approach through skills visibility and mobility governance
Succession And Leadership Development
- Lead succession planning for critical roles and develop slate readiness plans with measurable actions
- Curate leadership development experiences including programmes, mentoring, and action learning
- Partner leaders to sponsor, coach, and accelerate priority talent
Performance And Potential Practices
- Strengthen performance and potential assessment with clear criteria and disciplined calibration
- Equip leaders with playbooks and coaching to run effective performance and development conversations
- Use data and evidence to raise talent standards while reinforcing fairness and transparency
Stakeholder And Change Leadership
- Influence senior stakeholders to adopt talent decisions grounded in evidence and future capability needs
- Lead change management, communication, and enablement to drive adoption across leaders and HR teams
- Present clear, executive ready narratives and recommendations using data, insights, and business context
Requirements:
- At least 8 years of experience in Talent Management, Organisational Development, or HRBP roles with significant talent management ownership at scale
- Demonstrated experience building or using predictive analytics tools to support talent decisions such as attrition risk, mobility matching, performance trajectory, or high potential identification
- Strong people analytics capability including translating data into decisions and producing executive ready insights
- Proven track record designing and delivering enterprise talent programmes including succession, talent reviews, capability frameworks, and leadership development
- Strong stakeholder management and facilitation skills, including influencing senior leaders
- High integrity and sound judgement in handling sensitive talent data and governance
