We are looking for an experienced Organization Development & Talent Management with a strong background in the Insurance, Banking, or Financial Services (BFSI) sector. In this strategic leadership role, you will partner closely with executive leadership to architect and execute enterprise-wide OD interventions, culture transformation, and end-to-end Talent and Succession Planning strategies. Your core mission is to build robust leadership pipelines, elevate organizational capabilities, and ensure workforce readiness to support business agility and digital transformation in a regulated environment.

Key Responsibilities

Organization Development & Change Management Lead strategic organizational design, span-of-control optimization, and workforce restructuring to enhance business efficiency and cross-functional synergy. Architect and drive end-to-end change management strategies for digital adoption, business restructuring, and agile transformation. Formulate and implement long-term OD interventions to embed high-performance, customer-centric, and compliance-conscious cultures. Design and maintain technical and behavioral competency models tailored to financial services and insurance operations (e.g., Actuarial, Underwriting, Wealth Management, FinTech). Talent Management & Succession Planning Architect, implement, and govern the enterprise Succession Planning Framework for executive, C-suite, and mission-critical roles to ensure business continuity. Facilitate regular Talent Review and Calibration Sessions with Business Unit Heads and executive leadership using tools such as the 9-Box Matrix and assessment centers. Build accelerated development tracks, executive coaching programs, and targeted Individual Development Plans (IDPs) for High-Potential (HiPo) talent and designated successors. Connect succession health metrics, talent mobility, and critical talent retention plans with total rewards and career pathway frameworks. Performance Management & Capability Building (L&D) Optimize goal-setting architectures (KPIs / OKRs) balancing business growth, operational resilience, and risk/compliance standards. Establish continuous feedback, performance calibration, and capability enhancement systems across all business units. Drive organization-wide Training Needs Analysis (TNA) and scale leadership academies, certification programs, and modern blended learning solutions. Define and track people analytics, OD metrics, and succession pipeline bench strength to measure talent ROI and business impact.

Qualifications

Bachelor's or Master's degree in Human Resources, Industrial & Organizational Psychology, Business Administration, or related disciplines. 10+ years of progressive HR experience, with at least 4–5 years in a leadership role specializing in Organization Development (OD), Talent Management, and Succession Planning . Direct HR leadership experience within the Insurance, Banking, or Financial Services (BFSI) industry is strongly preferred. Proven track record in designing and operationalizing succession planning frameworks, HiPo programs, and competency modeling from scratch. Strong background in leading large-scale change management and culture transformation projects in a matrix, highly regulated organization. Exceptional strategic mindset, executive stakeholder management, presentation, and data-driven analytical skills. Fluent in English and Thai with strong communication capabilities.