DEPARTMENT & SUB-DEPARTMENT:

- Human Resources / Talent Management

JOB TITLE / ROLE / DESIGNATION:

- Manager / Senior Manager Talent Management

JOB RESPONSIBILITIES:

- Performance Management System (PMS) Governance: End-to-end design, implementation, and management of the annual and mid-year performance review cycles. Establish clear, objective frameworks for goal setting, Key Performance Indicators (KPIs), and continuous feedback loops to cultivate a merit-driven work culture.

- Learning & Development (L&D) Strategy: Conduct comprehensive training-needs analyses across departments. Design, execute, and evaluate impactful capability-building programs, leadership development frameworks, and functional skills training that align with organizational objectives.

- Succession Planning & Talent Bench-Strength: Identify critical roles within the organization and map out robust succession pathways. Design and execute talent review matrices (e.g., 9-box grids) to identify high-potential (HiPo) employees, creating targeted development plans to secure future leadership pipelines.

- Diversity, Equity & Inclusion (DEI) Initiatives: Pioneer and embed workplace diversity and inclusion frameworks into core talent processes. Partner with talent acquisition and employee engagement teams to design hiring metrics, sensitization programs, and supportive workplace policies that celebrate a wide range of backgrounds and perspectives.

- Talent Diagnostics & Performance Guidance: Act as a strategic internal advisor to department heads and executive leadership. Regularly evaluate the overall health of human capital, identify performance or capability gaps, and provide data-driven recommendations and course-corrections.

- Career Pathing & Retention Frameworks: Architect clear, transparent career paths and individual development plans (IDPs) across various verticals. Design proactive retention and engagement strategies to safeguard the organization's high-performing assets.

QUALIFICATIONS REQUIRED:

- Bachelors degree in Human Resources, Business Administration, Psychology, or a related field.

- An MBA or Masters degree in HR / Organizational Development is highly preferred.

- Certifications in instructional design, psychometric testing, or recognized HR frameworks are a distinct advantage.

EXPERIENCE REQUIRED (Minimum to Maximum):

- 10+ years of professional HR experience, with at least 5 years dedicated exclusively to Talent Management, L&D, or Organizational Development.

- Proven track record of designing and rolling out enterprise-wide PMS cycles and structural succession frameworks.

- Demonstrated experience initiating or scaling diversity and inclusion programs within a corporate or premium hospitality/service landscape.

FUNCTIONAL / TECHNICAL & BEHAVIOURAL SKILLS REQUIRED:

Functional / Technical Skills:

- Talent Systems Expertise: Thorough understanding of modern PMS methodologies, competency mapping, and succession metrics.

- L&D Instructional Design: Ability to build curriculum blueprints and leverage advanced HR Tech or Learning Management Systems (LMS).

- HR Analytics & Reporting: Proficient in synthesizing complex employee data, attrition trends, and performance metrics into strategic dashboard presentations.

- Compliance & Policy Design: Understanding of local labor practices and modern, inclusive workplace policy design.

Behavioral Skills:

- Objectivity & Fair Judgment: Exceptional ability to look past subjective viewpoints, analyze raw performance metrics, and advocate for transparent, equitable evaluation standards.

- Inclusivity & Empathy: A strong cultural intelligence framework to lead diversity initiatives and connect with employees across all levels and backgrounds.

- Diplomacy & Consultative Guidance: Confident communication skills to deliver objective coaching to line managers and influence senior leadership on people strategy.

- Problem Solving & Structural Thinking: A proactive mindset geared toward designing clear institutional processes out of evolving business needs.