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Sr. Manager Talent Sustainability

Lahore, Pakistan

Sr. Manager Talent Sustainability is a visionary leader responsible for embedding long-term sustainability into the organisation’s talent agenda. This role goes beyond traditional HR — it ensures the workforce is future-ready, inclusive, resilient, and aligned with the organisation’s growth and societal impact goals. The position drives strategic initiatives that integrate talent development, leadership readiness, DE&I, wellbeing, and cultural transformation into a unified framework of sustainable success.

The ideal candidate will bring global perspective, proven expertise in large-scale talent transformation, and the ability to partner with executive leadership to build a workforce ecosystem that thrives across generations, industries, and geographies.

Key Responsibilities

1. Talent Sustainability Strategy & Workforce Futures

Design and execute a holistic Talent Sustainability Roadmap aligned with the organisation’s growth, ESG commitments, and evolving industry needs.
Anticipate future trends, skills shifts, and generational transitions, embedding them into workforce planning and development.
Partner with business leaders to ensure talent sustainability metrics are integrated into corporate strategy and board-level reporting.

2. Leadership Development & Capability Building

Create an enterprise-wide leadership pipeline to future-proof succession across critical and emerging roles.
Establish programs for reskilling, upskilling, and lifelong learning, ensuring employees remain competitive in dynamic markets.
Embed a culture of continuous learning and innovation across all levels of the organisation.

3. Diversity, Equity, Inclusion & Belonging (DEI&B)

Champion inclusive talent practices that enhance representation, belonging, and equity across the workforce.
Partner with leaders to define strategic DEI&B goals and track measurable progress.
Forge external partnerships with diverse institutions, NGOs, and global networks to broaden access to underrepresented talent pools.

4. Wellbeing, Culture & Employee Experience

Drive a sustainable culture agenda centred on wellbeing, engagement, and employee purpose.
Integrate mental health, flexible working, and multigenerational needs into the talent experience.
Act as a steward of organisational values, ensuring talent sustainability strengthens both business outcomes and social responsibility.

5. Digital Innovation & Data-Driven Insights

Leverage AI, analytics, and digital tools to measure workforce sustainability, predict risks, and guide strategic interventions.
Establish sustainability KPIs (retention, diversity impact, skills readiness, engagement) to monitor long-term workforce health.
Build transparent reporting systems to showcase progress to leadership, stakeholders, and external partners.

6. Stakeholder Engagement & Change Leadership

Act as a trusted advisor to the CEO, DHR, and business heads on talent sustainability, workforce futures, and cultural transformation.
Lead cross-functional change initiatives that integrate sustainability into the talent lifecycle.
Represent the organisation in global forums, industry networks, and academic partnerships to influence thought leadership on talent sustainability.

Qualifications & Experience

Education: Master’s degree in human resources, Organizational Psychology, Business, or related discipline from a top-tier institution. SHRM-SCP/CIPD level certification will be an edge .

Experience: 16–18 years of progressive HR experience, with at least 8-10 years in leadership roles focused on talent development, workforce strategy, or organisational transformation.

Industry Exposure: Experience in multinational or large-scale organisations with a track record of building sustainable, future-ready talent ecosystems.

Competencies: