Responsibilities
Set strategy & drive integration
- Lead the Groups talent strategy and succession agenda, ensuring a robust, future-ready leadership pipeline aligned to Maybanks strategic ambitions. Oversee the end-to-end linkage between succession, development, and realization by embedding frameworks and practical pathways that translate plans into readiness, diversity, and measurable impact.
Design infrastructure & strengthen practices
- Develop, manage, and embed Group-wide talent policies, procedures, and frameworks to ensure consistency, scalability, and alignment across businesses, functions, and geographies. Enhance talent practices by integrating models, frameworks, and assessments supported by digital tools to enable data-driven decision-making and stronger development outcomes.
Enable efficiency & digitalization
- Streamline and continuously improve talent management processes, leveraging digitalization to strengthen efficiency, transparency, and consistency across the Group.
Generate insights & ensure governance
- Lead benchmarking, analytics, and dashboard development to provide actionable insights on succession health, readiness, and diversity. Oversee governance and reporting of succession and talent processes, ensuring compliance with regulatory requirements and preparing submissions for Management and the Board that highlight pipeline strength, risks, and interventions.
Drive strategic initiatives & champion innovation
- Lead strategic talent initiatives such as talent mobility initiatives and linking succession with leadership development. Introduce new ideas, best practices, and partnerships to strengthen Maybanks talent and succession practices.
Requirement
- Proven experience in designing and implementing talent strategies and frameworks, including succession planning, mobility, leadership development integration and realisations.
- Demonstrated expertise in talent analytics and insights, with the ability to interpret complex data into clear, actionable recommendations for executive decision-making.
- Strong written communication skills, able to synthesise complex issues into concise Board papers, executive reports, and impactful presentations.
- Excellent verbal communication and interpersonal skills, with the ability to build collaborative relationships across diverse functions, geographies, and cultures.
- A change leader with the ability to challenge status quo, embed new practices, and drive adoption of innovative approaches in talent and succession.
