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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
4. Candidate Requirements

Education

Bachelor’s degree in Human Resources, Business Administration, Management, Psychology, or related field.
Professional HR qualifications such as CIPD, SHRM, or equivalent are preferred.
MBA/Master’s degree is an advantage.

Experience

Minimum 10–15 years of progressive HR experience, with at least 5 years in a senior HRD/HR management position.
Strong experience in:
Learning & Development
Talent Management
Performance Management
Succession Planning
Leadership Development
Competency Frameworks
Career Development
Organizational Development
Experience working in a large corporate/group or multi-business-unit environment is highly preferred.
5. Core Competencies
Strategic HR Leadership
Talent Management
Leadership Development
Learning & Development
Performance Management
Succession Planning
Organizational Development
Competency & Career Management
HR Analytics
Change Management
Stakeholder Management
Coaching & Mentoring
Strategic Communication
People Leadership
6. Key Relationships

Internal:

Chairman / Senior Management
Group HR Director
Heads of HR / HR Managers
Business Unit Directors
General Managers
Department Heads
Line Managers

External:

Training providers
Consultants
HR professional networks
Universities and educational institutions
Assessment and development partners