Our client is actively searching for a Director, Learning & Talent Management to join their team!
If you are a dynamic individual seeking a new career opportunity, read further!
Reporting to the Chief Human Resource Officer, this role is responsible for driving the end-to-end Learning and Talent Development strategy to enhance the organisation’s capabilities and performance. Through this role, the candidate will formulate all strategies, policies and processes in the areas of organization-wide learning & organizational development, talent management & succession planning.
The responsibilities of this role are:
Learning & Development
- Lead and drive organisation’s overall Learning and Development Strategies to build a skilled and agile workforce
- Develop the University’s Total Learning Plan based on the learning needs identified
- Collaborate with senior leaders to identify the strategic learning focus, co-create and implement leadership and functional competency frameworks, including specialist tracks.
- Partner and guide internal stakeholders to identify learning and development needs based on business requirements and developing milestone programmes to meet the varying needs of the workforce
- Anticipate latest trends to pivot learning objectives and identify new learning methodologies such as innovative and experiential learning models to pique learning interests.
- Review and formulate policies and processes related to L&D that would support the development of a sustainable learning culture in the University
- Develop success metrics and evaluate the effectiveness of training programmes
Organisation Development
- Lead team in charting the organisation development strategic roadmap and operationalizing initiatives across different workstreams to improve employee engagement and enhance employee experience to make the University a great place to work in
- Drive and implement change interventions within the University that will accelerate the transformation journey that is in line with University’s strategic goals.
- Drive Employee Engagement Survey and ensure follow-up plans are in place to holistically address employee concerns
Talent Management
- Provide leadership and guidance on the design and development of talent management frameworks to lift talent pool and strengthen leadership pipeline across all schemes.
- Grow talent within the organization through building talent pipeline and development of high potential talents
- Provide consultative support to function leaders and HRBPs on critical and complex talent and organizational capability issues to build talent development capabilities and accountabilities.
- Partner senior business leaders and executive leadership teams in the design and execution of talent strategy, policies and frameworks, talent assessment and identification to build leadership bench strength.
- Curate and implement programmes under the Talent Management programmes with the objective of talent attraction, talent selection, developing and retaining high performers and high potentials
- Administer the programmes from talent selection, identification to engagement as well as end-to-end planning and execution of the various activities/events scheduled throughout the entire programme period.
- Oversee the development of talents and tailor the blend of developmental opportunities (e.g. training programmes, master classes, secondments, stretch appointments etc) in accordance to their career stages to optimize leadership exposure and development
Succession Planning
- Lead the approach, facilitation and follow-up action planning for talent and succession planning. Identify growth potential, facilitate and execute the career progression and development plans of selected officers so as to ensure that there is a strong pipeline of successors for critical positions in the University
- Increase readiness and success rate of succession candidates through the implementation of Individual Development Plan (IDP) for identified successors.
The ideal candidate will need to have the following qualities and experience:
- Degree or equivalent in Human Resource Management or relevant field with minimum 10 - 15 years of experience in Human Resources function.
- Proven success at the helm of the L&D function
- Strong track record in designing and driving change, culture building and employee engagement, as well as proven ability to effectively engage at senior leadership levels
- Possess up-to-date knowledge of best practices in organizational learning
- Strong in execution and has held leadership role(s) at team level
- A proven people manager who is able to motivate and develop the team
- Detail-oriented, proactive and strong analytical thinking
