The Employer is a very large global corporation with more than 100K employees in 20+ countries. It is primarily engaged in design and manufacturing of high quality sports apparel, women's wear, and activewear.

The position is located in the capital city of a neighbouring country in South Asia.

Reporting to the CHRO, the selected candidate will drive the enterprise talent and capability agenda across all portfolios, including, Talent Management, Talent Attraction & Employer Branding, Performance Management, Learning & Development, Culture & Engagement, and Global Mobility. Establish strategic frameworks, governance standards, and enterprise programs, enabling embedded divisional leads to execute locally while ensuring alignment with business objectives. Act as trusted advisor to CHRO and senior leadership, providing insights on leadership pipelines, capability gaps, talent risks, and workforce readiness to meet growth and transformation priorities.

Key Responsibilities:

- Define and implement group-wide talent and capability strategy, covering leadership pipelines, succession, high-potential programs, career paths, competencies, learning priorities, performance management, and culture & engagement standards.

- Lead and oversee talent review cycles and succession planning for critical roles, guiding embedded divisional leads on assessment criteria, readiness evaluation, and enterprise calibration standards.

- Define and drive the enterprise-wide talent acquisition strategy covering all grades, geographies, and functions, ensuring alignment with business growth objectives and the Groups long-term workforce plan.

- Own and continuously evolve the companys global Employee Value Proposition (EVP), ensuring it reflects the Groups culture, sustainability agenda, innovation edge, and purpose-driven brand.

- Establish and maintain technical, functional, and leadership competency frameworks, ensuring divisional adoption and alignment with enterprise talent strategy.

- Partner with HR CoE functions to ensure alignment of talent interventions, succession planning, and capability programs with workforce demand, critical roles, and long-term business needs.

- Set standards and frameworks for goal-setting, cascading, performance appraisals, and calibration cycles, ensuring consistency, fairness, and alignment with divisional and enterprise growth objectives.

- Lead the L&D strategy, including annual learning calendar, program priorities, delivery modalities, and budget allocation, while overseeing ROI measurement and ensuring optimal investment across programs.

- Approve and monitor divisional L&D initiatives executed by embedded leads, including manager and employee development programs, technical upskilling, leadership interventions, and track program effectiveness and ROI.

- Define enterprise-wide engagement, recognition, and cultural initiatives and guide embedded leads in implementation to reinforce Group values, retention, and organizational commitment.

- Set enterprise standards and policies for international assignments, relocations, and mobility programs to ensure alignment with enterprise objectives.

- Ensure alignment of TM, succession, career paths, performance outcomes, and L&D initiatives to build coherent workforce capability and enterprise readiness.

- Track metrics, dashboards, and reporting frameworks and provide CHRO and leadership with insights on talent pipelines, critical role gaps, learning effectiveness, performance trends, and workforce risks.

Requirements:

- Postgraduate degree in HR, Business Administration, or related discipline (MBA/PGDM preferred).

- 18-20+ years of progressive experience in TM/L&D leadership in large, global organizations.

- Strong knowledge of global HR practices, talent frameworks, and learning technologies.

- Strategic thinking to define and implement enterprise talent, learning, and performance frameworks.

- Expertise in leadership development, succession planning and competency management.

- Deep understanding of learning strategies, L&D modalities, program design and evaluation.

- Strong influencing, advisory, and change leadership skills to align multiple divisions and geographies.

- Excellent communication, coaching, and mentoring to develop internal talent.