Role Purpose
The Corporate Talent Manager is responsible for developing and implementing Frencken's global talent management and talent acquisition strategy. The role focuses on strengthening organizational capability through structured talent and succession management, leadership development initiatives, global talent programs, and a more professional and aligned recruitment approach across the company.
On the talent acquisition side, the role is responsible for improving Frencken's employer brand, standardizing recruitment processes, increasing recruitment capability across regions, and building a more strategic and data-driven recruitment function. The role acts as the central driver for talent and recruitment excellence globally while ensuring practical applicability within Frencken's operational and decentralized environment.
Key Responsibilities
1. Talent Management & Succession
- Develop and implement Frencken's global talent management framework
- Establish and coordinate global succession planning processes for key and critical positions
- Drive organizational talent review processes together with HRBPs and business leaders
- Support identification of high-potential employees and critical talent pools
- Develop global talent programs for leadership and key talent development
- Build structured career and development approaches in alignment with job architecture and competency frameworks
- Partner closely with the Corporate L&D Manager on leadership development initiatives and talent pipeline development
- Support organizational discussions around workforce capability, future skills, and internal mobility
2. Talent Acquisition & Recruitment Excellence
- Develop and implement Frencken's global recruitment and employer branding strategy
- Professionalize recruitment standards, processes, and governance across regions
- Standardize core recruitment practices while allowing necessary local flexibility
- Lead and coordinate regional recruiters across the organization
- Improve recruitment capability within local HR teams
- Develop recruitment KPIs, reporting, and recruitment effectiveness measures
- Improve candidate experience and recruitment process quality
- Support implementation and optimization of recruitment technology and systems
- Build stronger strategic workforce planning capability together with HRBPs and business leaders
- Reduce dependency on ad hoc and reactive recruitment approaches
3. Employer Branding
- Strengthen Frencken's external employer positioning globally
- Develop a more consistent employer brand narrative aligned with the company's growth and transformation journey
- Partner with Communications and business stakeholders on employer branding initiatives
- Improve visibility of Frencken as an employer in key talent markets
- Support recruitment marketing initiatives, career site improvements, and social media positioning
4. Governance, Collaboration & Change Management
- Act as a global centre of expertise for talent and recruitment topics
- Work closely with HRBPs and local HR teams to embed new ways of working
- Balance global consistency with local operational realities
- Support organizational change and HR transformation initiatives
- Drive adoption of standardized talent and recruitment practices across the company
- Build stronger talent and recruitment data insights and reporting
Job Requirement
5.Education
- Bachelor's or Master's degree in Human Resources, Business Administration, Psychology, or related field
6.Experience
- 8–12+ years of progressive HR experience
- Strong experience in Talent Management and/or Talent Acquisition
- Experience in international organizations
- Experience in working with Workday
- Experience in manufacturing, technology, engineering, or industrial environments
- Experience working in matrix organizations and transformation environments is an advantage
- Experience building processes and structures in relatively decentralized organizations is highly preferred
Note: The location can be based either in Bangi or Penang.
