• Establish the organisation’s learning and development strategy and recommending organisational design and/or change interventions to deliver business strategies and plans effectively.
  • Allocate the budgets for learning and development programmes to build capabilities in the organisation.
  • Spearhead organisational change interventions to drive the organisation’s vision, mission and business strategies.
  • The duties & responsibilities include but not limited to:

 Career Management

  • Establish organisation-wide career development framework, policy and programs as a key component of employee value proposition.
  • Engage with business leaders to seek clarity on business strategy and coach business leaders to steer career goals and aspirations of the workforce towards greater alignment with the current and future business needs.
  • Develop career development strategies that build a strong local core of people to address the organisation’s current and future business needs.
  • Monitor and evaluate the costs and effectiveness of career development programs against people engagement level and turnover rate and develop continuous improvement actions.

 Talent Management

  • Develop a strategic talent management framework to identify talent profile, develop key talent and retain the right talent to meet the current and future organisation needs.
  • Enable business leaders to coach and mentor talent.
  • Mentor senior level talent to identify their drivers of engagement, monitor their engagement level and make formal and informal efforts to retain talent.
  • Assess the current capabilities of talents versus the capabilities required for the future to provide insights on potential gaps and recommend ways to address the gaps through a talent management programme.

Succession Planning

  • Engage with senior business leaders to evaluate the ongoing viability of the succession plans
  • Develop guiding principles with business leaders to advise on business critical positions for succession planning that would meet current and future business needs.
  • Map business-critical roles of the business leadership and pivotal positions of operational management to assess the organisation’s vulnerabilities.
  • Construct robust and comprehensive succession plans, taking into account current and future business plans to build talent and leadership pipeline that is sufficient for business continuity.

Learning & Organization Development

  • Develop the business case for organisational development or change interventions to enhance the operational resilience and effectiveness of the organisation.
  • Recommend or design organisational change diagnostic tools to assess the organisation’s capability and agility to respond to organisational changes
  • Align organisation development and/or change interventions to business strategy, needs and goals.
  • Establish an organisation development or change management delivery model that addresses all the organizational development and change management needs.
  • Engage sponsors, leaders and key stakeholders for sponsorship and alignment on the rationale and key benefits of organisational development and/or change efforts.
  • Engage with business leaders to seek clarity on business strategy and develop organisational learning and development strategies based on organisation’s current and future business and skill requirements.
  • Establish Learning & Development strategy in accordance with Skills Framework components.
  • Showcase financial budget and return of investment on all learning and development interventions.
  • Monitor and assess the business impact of learning and development strategy and programmes in developing organisation capabilities to meet current and future business needs.
  • Develop financial budget for learning and development and prioritise spending to invest on strategic organizational capabilities to enable current and future business strategy and objectives.


  • Advocate diversity and inclusion campaigns to raise awareness and foster an inclusive employment culture
  • Champion HR activities with a global mindset while being aware of local culture sensitivities and needs.
  • Utilise data and tools for analytics to design, support HR program development and buy-in
  • Plan and deliver Organisation-wide communications
  • Lead HR Transformation programs, incorporating changes in strategy, structure, people, process and systems, to achieve HR technology, service and operational excellence.
  • Align and integrate goals and initiatives among other HR functions for synergy across all HR initiatives.



  • A relevant bachelor’s degree with at least 10 years of relevant experience in Talent Management & Organizational Development, and 3 years direct interface with Management team.
  • Forward-thinking mindset and a deep passion for developing organisational and people capabilities.
  • Must have hands-on experience and strong in
    • Career Coaching
    • Competency Framework
    • Succession Planning Framework
    • Learning and Development Programmes Management
    • Organizational Strategy Development
    • Organizational Diagnosis
  • Good planning and organizational skills.
  • Strong business acumen and leadership capabilities
  • Highly skilled in influencing and engaging stakeholders to secure their buy-in and support.
  • Good interpersonal and communication skills.

Interested candidates, please send your updated resume in Words format with recent photograph to us at

Only shortlisted candidates will be notified.

EA Licence No.: 13C6409