Head of Talent Management

Job Summary

As a key leader within the People & Culture, the Head of Talent Management is responsible for building and executing talent strategies that support the MNT-Halan’s strategic priorities, regulatory expectations, and risk-aware culture. This role leads core areas such as organizational development (OD), performance management, succession and retention planning, competency frameworks, and role clarity. The successful candidate will play a critical role in shaping a high-performing, future-ready workforce in alignment with the our mission and values.

Key Responsibilities

1. Organizational Development (OD)

• Lead organizational development initiatives that drive cultural alignment, business transformation, and employee engagement within a regulated financial environment.

• Advise leadership on organizational design, capability building, and change

readiness to support agile banking operations.

2. Job Description Management

• Oversee the development and maintenance of a centralized, auditable job description database in alignment with internal governance and regulatory compliance.

• Ensure consistency in role definitions across the organization to support internal mobility, audits, compensation benchmarking, and operational clarity.

3. Performance Management Framework

• Design and execute a performance management cycle that supports a culture of accountability, continuous feedback, and regulatory alignment.

• Implement key performance indicators (KPIs) and behavior-based assessments to evaluate and reward performance effectively.

• Equip leaders with tools and frameworks to have impactful performance and development conversations.

4. Competency Frameworks & Role-Based Capabilities

• Develop and implement comprehensive technical and behavioral competency models tailored to key banking functions (e.g., risk, compliance, digital banking, treasury, branch operations).

• Integrate competencies with performance reviews, promotions, L&D, and succession planning frameworks.

5. Succession Planning

• Lead enterprise-wide succession planning to ensure leadership continuity in mission-critical roles.

• Partner with business units to identify high-potential talent and develop individualized development plans.

• Ensure plans align with regulatory and internal governance expectations (e.g., key person risk).

6. Retention & Talent Risk Planning

• Develop data-driven retention strategies focused on top performers, high potentials, and critical roles in high-demand fintech segments.

• Monitor internal talent risk indicators and provide early interventions for at-risk populations.

7. Talent Analytics & Reporting

• Leverage workforce data and talent analytics to inform decisions, track progress on strategic talent initiatives, and report to senior leadership and board committees.

• Ensure alignment with financial services regulatory reporting standards where applicable.

8. Leadership & Collaboration

• Collaborate with HR Business Partners, Learning & Development, and Recruitment to integrate talent management strategies across the employee lifecycle.

• Act as a strategic advisor to the CHRO and executive team on talent issues that impact business performance and regulatory reputation.

Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field (Master’s or MBA preferred).

• 10+ years of progressive HR or Talent Management experience, ideally within banking, financial services, or other regulated industries.

• Proven experience developing performance management systems, succession frameworks, and OD programs.

• Strong understanding of regulatory and governance frameworks affecting talent in the financial sector (e.g., FRA, CBE, internal audit requirements).

• Proficiency in talent management platforms and HR analytics.

• Exceptional communication, facilitation, and stakeholder engagement skills.