Talent Development Manager

Job summary

Ensure planning, implementation, and monitoring of talent development programs and initiatives, including leadership development, succession planning, in-house and digital learning, performance management, and career development. To ensure all programs are aligned with the company's competency framework, business priorities, and workforce development goals to build a capable and future-ready organization.

Responsibilitie

• s:Develop and Implement leadership development programs targeting different levels of the organization to build internal leadership capabilitie
• s.Manage the succession planning process, including role identification, nomination cycles, readiness assessments, and development actions for successor
• s.Conduct Training Needs Analysis (TNA) in collaboration with departments to identify capability gaps and prioritize training intervention
• s.Execute the development and delivery of in-house training programs, ensuring relevance, quality, and effectivenes
• s.Supervise the e-learning platform, including content creation, system updates, and usage reporting to promote self-paced learnin
• g.Coordinate the creation, tracking, and monitoring of Individual Development Plans (IDPs) in alignment with employee career aspirations and competency requirement
• s.Implement performance management cycle, ensuring compliance with timelines, system readiness, and alignment with performance methodolog
• y.Implement mentorship programs, ensuring clear objectives, mentor-mentee matching, and progress trackin
• g.Organize and ensure running assessment centers to support talent decisions related to promotions, leadership readiness, and development plannin
• g.Promote career management tools and frameworks, including career paths and mobility options, to support internal development and progressio
• n.Collaborate with internal stakeholders to ensure that development programs address evolving business need
• s.Provide guidance and support to junior team members within the section and contribute to knowledge sharing across the HR functio

n.Qualificatio

• nsBachelor’s degree in Human Resources, Business Administration, or a related field; a Master’s degree is an advantag
• e.Relevant Professional Certification (CIPD, SHRM-SCP, SPHRi etc.) is a pl

usExperience & Skil

• lsMinimum of 6-8 years of experience in Talent Development, Learning & Development, or related HR function
• s.Demonstrated experience in designing and managing leadership development and succession planning framework
• s.Strong understanding of performance management methodologies, learning design, and adult learning principle
• s.Experience managing Learning Management Systems (LMS) and creating blended learning experience
• s.Familiarity with assessment tools, career development strategies, and structured IDP
• s.Skilled in conducting TNA and aligning learning outcomes with business prioritie
• s.Excellent coordination, facilitation, stakeholder management, and communication skill

s.