Director (Talent Strategy, Planning & Sourcing)

JOB PURPOSE

Strategize, drive and lead Talent Strategy, Planning & Sourcing by managing the implementation of talent strategy such as manpower planning & recruitment, organisation design & job management, remuneration, contract management as well as governance & assurance in supporting the organisation's business requirements and operations, facilitate optimisation and cost effectiveness while maintaining harmonious industrial relations in compliance to all statutory requirements.

KEY ACCOUNTABILITIES

TALENT STRATEGY AND MANPOWER PLANNING

Drive and lead the development of objectives and targets for Talent Strategy by analysing current & future talent needs, identifying skills gaps and forecasting hiring needs based on business objectives as well as to adhere to the cost effectiveness and optimisation.

TALENT SOURCING (RECRUITMENT) & REMUNERATION

Strategize, drive and lead a comprehensive talent acquisition strategy that is aligned with the manpower planning by coordinating various sourcing strategies to attract suitable talents in collaboration with line department and subsequently managing the recruitment processes including the remuneration proposal to ensure a continuous pool of talent and compliance with all statutory requirements.

ORGANISATIONAL DESIGN AND JOB MANAGEMENT

Lead, plan and provide advisory on organisation design and job management by conducting organisational study results comprising of benchmarking exercise, structure reports, functional structure documents, manpower plans, position descriptions and job analysis in facilitating the manpower optimisation and cost effectiveness hence meeting the organisation's operational and business requirements.

CONTRACT MANAGEMENT

Lead, plan and guide contract management for local and expatriate manpower by reviewing and managing all contract terms of employment, facilitating compliance to all prevailing statutory immigration requirements and monitoring the implementation of all welfare services as per the contract in order to ensure all processes are in accordance with the policy of the university while meeting the operational and business requirements and in compliance to all statutory requirements.

GOVERNANCE AND ASSURANCE

Lead, plan and manage the overall HR related governance and assurance of division's documents, policies and procedures to ensure that the division is operating in compliance with the relevant poliocies, procedures and guideline as well as ensure adherence to relevant regulations and laws.

DEPARTMENTAL ADMINISTRATION AND DIVISIONAL COVERING

Manage for administration for the department by executing all administrative tasks such as budget and leave management, staff training and performance evaluation, and mentoring and guiding other executives in daily tasks in addition to the occasional covering of divisional administration to ensure smooth and continued operations of the department and division.

REQUIREMENTS

• Recognised Bachelor's or Master's degree in Human Resource Management, Business Administration, Organisational Development, Industrial Relations or equivalent.
• Proven experience in leading end-to-end manpower planning, recruitment strategy, and talent pipeline development for large or complex organisations.
• Experience in university operational set up and recruitment for local and international employees is an added advantage.
• Strong knowledge and demonstrated background in organisation design, job evaluation, remuneration strategy, and policy governance.
• Strong experience managing contracts, expatriate governance, HR compliance, or industrial relations matters.
• Deep understanding of HR strategy, workforce planning frameworks, talent sourcing models, and succession planning.
• Highly competent in data-driven decision making with the ability to interpret workforce analytics and translate insights into strategic solutions.
• Strong stakeholder management, negotiation and influencing skills with the ability to work across diverse business units.
• Strategic thinker with ability to translate organisational directions into HR policies, systems, and operational execution.
• Exceptional communication, leadership, advisory, and change management skills.