An Excellent Opportunity for ...
Job Purpose
Lead and manage the Group’s Human Resources Development function to build a high-performing, capable, and future-ready workforce. The role is responsible for developing talent, strengthening leadership capabilities, implementing performance management systems, succession planning, career development, learning & development, and organizational development initiatives aligned with the Group’s business strategy.
2. Key Responsibilities
A. Human Resources Development Strategy
- Develop and implement the Group HRD strategy aligned with overall business objectives.
- Establish annual HRD plans, priorities, KPIs, and budgets.
- Identify current and future workforce capability requirements.
- Develop HRD policies, systems, procedures, and frameworks across business units.
- Partner with business leaders to identify organizational and people-development priorities.
B. Learning & Development
- Develop and implement the annual Learning & Development plan.
- Conduct Training Needs Analysis (TNA) based on business requirements, performance gaps, and competency requirements.
- Establish technical, functional, behavioral, and leadership development programs.
- Design management and leadership development programs for supervisors, managers, and senior management.
- Evaluate training effectiveness and measure ROI/impact.
- Develop internal trainers and knowledge-sharing programs.
C. Talent Management
- Establish and manage a Group-wide talent management framework.
- Identify High-Potential (HiPo) and critical talent.
- Develop Individual Development Plans (IDPs) for key employees.
- Establish talent review and calibration processes.
- Develop career pathways and internal mobility opportunities.
- Strengthen employee retention through structured career development programs.
D. Performance Management
- Lead the implementation and continuous improvement of the Group performance management system.
- Develop and review KPIs, KRAs, and competency frameworks.
- Ensure performance objectives are aligned with business goals.
- Coordinate annual and periodic performance review processes.
- Support managers in performance coaching and performance improvement plans.
- Analyze performance results and recommend development actions.
E. Succession Planning
- Establish succession planning for critical positions across the Group.
- Identify key positions and potential successors.
- Develop succession readiness assessments and development plans.
- Maintain succession pipelines for management and leadership positions.
- Provide regular talent and succession reports to Senior Management/Chairman as required.
F. Leadership Development
- Develop leadership competency frameworks and leadership pipelines.
- Design development programs for future managers and senior leaders.
- Establish coaching, mentoring, and management development initiatives.
- Work closely with senior management to strengthen leadership capability across business units.
G. Competency & Career Development
- Develop competency frameworks by function and job level.
- Establish career progression and promotion criteria.
- Develop job families, career paths, and competency matrices.
- Ensure employees understand career opportunities and required competencies.
- Coordinate assessment and development programs for key positions.
H. Organizational Development
- Conduct organizational capability assessments.
- Support organizational restructuring and manpower development initiatives.
- Identify skill gaps, productivity issues, and organizational capability requirements.
- Recommend organization development interventions to improve effectiveness.
- Support change management initiatives during business transformation.
I. HR Analytics & Reporting
- Develop HRD dashboards and management reports.
- Track training, performance, talent, succession, promotion, and employee development KPIs.
- Analyze HR data and provide actionable recommendations to Senior Management.
- Prepare weekly/monthly/quarterly HRD reports as required.
3. Key Deliverables / KPIs
- Annual Group HRD Strategy and Action Plan
- Annual Training & Development Plan
- Training Needs Analysis
- Leadership Development Program
- Talent Management Framework
- HiPo Identification Program
- Succession Planning Framework
- Individual Development Plans
- Performance Management System
- Competency Framework
- Career Path & Career Development Framework
- Management Development Pipeline
- Training effectiveness and ROI reports
- HRD dashboard and management reports
- Employee development and retention improvement