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.