Senior Manager, Organization Development & Talent Acquisition

• Learning & Development (L&D)
Delivery of end-to-end L&D solutions and activities which includes a blended approach from learning to building capabilities and competencies that meet the needs of the Company.

1. Develop and facilitate L&D programmes and interventions which foster a high performance and continuous improvement culture.
a. Manage the corporate induction programme
b. Consolidate and conduct training needs analysis (TNA) to identify employees’ development needs and trends via skills matrix analysis with HRBPs.
c. Source and recommend L&D programmes and interventions appropriate to the employees’ development needs

2. Ensure structured continuous learning and upskilling process for employees via Carlsberg University which encompasses Commercial Academy, Brewing Academy and Leadership Academy.

3. Manage resources to ensure cost effective delivery of employee L&D initiatives.
a. Evaluate the effectiveness and returns on investment (ROI) of L&D programmes and interventions
b. Develop and conduct leadership and soft skills programs where relevant.

4. Develop and drive implementation of coaching and mentoring schemes to support employee development in line with their development needs and plans.

5. Maintain comprehensive and up-to-date training records of employees.

• Talent Management

1. Drive the talent management and succession planning processes.
a. Lead and coordinate the talent review and succession planning process
b. Develop and maintain a comprehensive employee skills and knowledge database

2. Coordinate the talent mobility and secondments.
a. Oversee and coordinate talent movement and secondments.

• Organisational Development (OD)

Provide advisory and support in change management, organisational effectiveness and performance issues and works in partnership with HR business partners and stakeholders to orchestrate cultural development and change initiatives that address Company’s strategies and goals.

1. Provide support in designing new structures and processes to meet the needs of the Company and drive employee satisfaction.
a. Drive employee engagement survey and activities leading to a highly engaged and motivated organisation

2. Develop, maintain and deliver key Talent programmes such as Management Associate Program for overall development of capability across the organisation.

3. Working with the business to develop the design and architecture of the organisation. Advising on, business specific OD interventions e.g. organisation restructures, Change Management, Performance Management, After Action Reviews. Understanding and developing the health of the organisation and the culture


• Talent Acquisition

1. Identify the organisation’s needs and work to create and implement an efficient talent acquisition strategy to improve recruitment and business performance.

2. Develop and constantly work on employer’s branding to establish the organisation as a talent magnet

3. Developing, managing and maintaining a highly-skilled team to assist with talent development

4. Understanding workforce planning and resource forecasting by working with the resource team to feed into recruitment timelines

5. Communicating with external sources, i.e. peer organisations to acknowledge any trends in recruitment and markets which could impact upon the business

6. Anticipating the organisation’s future and work on recruiting tactics that will help to sustain the company’s talent supply.

• Others

1. Contribute to the development of policies and procedures.

2. Any other responsibilities assigned by the line manager.

Educational / Qualifications requirements:

• Excellent command of written and verbal English
• Strong understanding of the Company’s goals and the ability to integrate interventions and programmes that fully support their achievement
• Demonstrates up-to-date knowledge of trends and best practices in organisational development and learning & development
• Excellent influencing and interpersonal skills
• Strong communication and presentation skills
• Strategic thinking and abiblity to influence senior management.

Previous Experience Requirements:

• At least 6 years experience in human resources in a progressively growing capacity
• A blend of consulting and commercial experience is preferred