Key Responsibilities

• Learning & Development

Design and establish the organization's Learning & Development framework, policies, processes, and governance.

Build and continuously improve L&D systems, learning roadmap, annual training plan, and learning administration to support business priorities.

Ensure and oversee implementation of training plan, training budget, evaluate learning effectiveness using measurable outcomes and continuously enhance learning initiatives based on business needs.

Promote a continuous learning culture by implementing the 70-20-10 learning philosophy across the organization.

• Competency & Capability Building

Develop and implement competency-based learning and development programs for employees at all levels.

Partner with business leaders to identify capability gaps and create targeted development solutions aligned with organizational competencies.

Design leadership development, supervisory development, functional capability, and succession development programs.

Monitor competency development progress and provide recommendations for continuous improvement.

• Talent Management & Succession Planning

Design and establish the organization's Talent Management and Succession Planning framework, policies, and processes to ensure a sustainable leadership pipeline.

Identify high-potential employees and key talents through talent reviews, competency assessments, performance evaluations, and leadership potential assessments.

Facilitate talent calibration sessions with business leaders to identify critical positions, succession candidates, and development priorities.

Develop Individual Development Plans (IDPs) and accelerate talent readiness through targeted development initiatives, coaching, mentoring, job rotations, stretch assignments, and cross-functional projects.

Build and maintain succession plans for key leadership and critical business positions, regularly reviewing talent readiness and succession risks.

• Organization Development, Engagement & Culture

Lead organization development initiatives that enhance organizational effectiveness and workforce capability.

Drive employee engagement programs and develop action plans based on engagement survey results.

Design and facilitate initiatives that strengthen organizational culture, leadership behaviors, and company values.

Partner with leaders to embed desired behaviors and build a high-performance, collaborative workplace.

• Strategic HR Projects and Change Management

Support business transformation initiatives through structured change management approaches.

Develop communication, stakeholder engagement, and change readiness plans to ensure successful implementation of organizational changes.

Lead or participate in strategic HR projects that improve organizational capability, employee experience, and operational effectiveness.

Perform other duties and special projects as assigned.

Qualifications

Bachelor's or master's degree in Human Resources, Organizational Development, Psychology, Business Administration, or a related field.

Minimum 8 years of experience in Learning & Development, Organization Development, Talent Development, or HR Development, with at least 3 years in a managerial role.

Experience in a manufacturing, FMCG, industrial, or multinational environment is highly preferred.

Strong understanding of competency models, leadership development, talent management, employee engagement, organization development, and culture transformation.

Excellent communication and influencing skills with the ability to work effectively across all organizational levels.

Self-driven, proactive, strategic, and passionate about developing people and building organizational capability.