Key Responsibilities;

Job Summary

• Design and develop framework and policy to support workforce capability to address business growth.
• Design and develop framework policy and facilitate activities to support talent and successor pipeline including policy and guideline on career progression, internal mobility and development programs, employee development interventions.
• Act as the Center of Expertise (COE) for Learning & Development, Talent and Successor Development, Core Values, and Culture including annual employee engagement and organizational health initiatives.
• Lead end-to-end people/organization capability development projects (ad-hoc) from concepts to successful adoption.
• Ability to analyze effectiveness, people ROI of development activities/interventions/programs

Learning and Development Design and Policy (CoE)

• Develop and establish L&D policies, standards, and competency frameworks and tools (including core and technical competencies) aligned with business goals, along with assessment tools, learning roadmaps, and structured programs (e.g., leadership, talent development, and mandatory curricula)
• Design and develop learning roadmaps, annual learning catalogues, mandatory learning curriculums, leadership development programs, talent development initiatives.
• Conduct training needs analysis and identify capability gaps and people insights from assessment results.
• Design and develop development interventions linked to performance management processes and business priorities such as increase effectiveness of IDP.
• Coordinate with internal stakeholders, external training providers, and subject matter experts to ensure learning solutions effectively address business and workforce needs.
• Ability to design and develop methodology to evaluate effectiveness of investment/ROI for development programs
• Facilitate and deliver specific learning interventions, workshops, knowledge-sharing sessions, and development programs where appropriate e.g. train-the-trainer.
• Monitor, evaluate, and continuously improve learning effectiveness through use of data analytics
• Development standard materials, reports, presentations using Power BI, AI-productivity tools

Talent Development and Succession Planning

• Design framework for talent and successor management (from identification, calibration, development and monitor) towards successor readiness

Employee Engagement, Culture and Organizational Effectiveness

• Drive organization-wide employee engagement and organizational health surveys, including end-to-end planning to making recommendation for enhancement plans
• Drive organization-wide initiatives to strengthen Core Values and Culture

Project Management

• Design and Drive organization-wide rollout and adoption of people initiatives through close partnership with HR Business Partners and business leaders.

Qualifications;

• Bachelor’s degree or higher in Human Resources Management, Business Administration, Economics, Organizational Development, or related fields.
• At least 8-10 years of experience in Learning and Development, Career management, Competency, Leadership Development Program, Talent Program, Succession Plan, HRBP Role, or related HR functions.
• Experience in designing, coordinating, and evaluating learning and development programs, including leadership development, competency development, and career development initiatives.

• Strong analytical skills with the ability to interpret people data and translate findings into practical development solutions.
• Proficiency in Microsoft Excel, including data analysis and reporting, Presentation skills, Power BI, Learning Management Systems is an advantage.

• Strong stakeholder management, facilitation, communication and presentation to drive solutions and commitment.

• Ability to work collaboratively with line managers, functional leaders, external vendors, and cross-functional HR teams.
• Good command of English, both written and spoken. TOEIC 750 above.