Role Purpose
The Head of Talent Management leads key People initiatives across talent development, performance management, leadership development, succession planning, talent acquisition, HR technology/transformation, and employee experience. This role partners with Business and Functional Leaders to build leadership capabilities, strengthen talent pipelines, attract top talent, and enhance the employee experience across Mah Sing.
Key Responsibilities
1. Talent Development
- Develop and implement the company's learning and development strategy.
- Identify capability gaps and recommend suitable training or development solutions.
- Design practical learning journeys for employees and leaders.
- Work with external training providers and consultants to ensure quality delivery.
- Maximize available HRD Corp funding where applicable.
- Measure the effectiveness of learning programmes and their impact on business needs.
2. Performance, Leadership and Organizational Development
- Support the implementation and continuous improvement of the performance management framework.
- Work with leaders to strengthen performance, leadership effectiveness, and people development.
- Develop and implement succession planning and talent review processes.
- Support leadership development programmes for current and future leaders.
- Provide guidance and coaching to leaders on people and talent matters.
3. Talent Acquisition
- Guide the Talent Acquisition team to deliver recruitment plans and meet hiring KPIs.
- Support hiring for mid to senior-level positions.
- Provide input to ensure new hires are aligned with the company's culture and business needs.
- Strengthen the company's Employee Value Proposition in partnership with Branding and Strategic Marketing.
- Support employer branding activities such as career fairs, social media initiatives, and other talent attraction efforts.
4. Talent Experience
- Drive initiatives to improve employee engagement and employee experience.
- Support the adoption of core values across the organization.
- Review employee survey findings and recommend practical improvement actions.
- Support internal communication and engagement activities.
- Improve the employee journey from hiring to onboarding and career development.
5. HR Digital Transformation & People Analytics
- Develop and drive the HR digital transformation roadmap to improve employee experience, productivity, and business outcomes.
- Lead the implementation and enhancement of HR systems, digital platforms, AI solutions, and process automation initiatives.
- Partner with IT, business leaders, and vendors to ensure successful adoption of HR technology solutions.
- Develop HR dashboards and people analytics to support workforce planning and data-driven decision-making.
- Promote digital innovation, AI adoption, and continuous improvement of HR processes while ensuring data governance and compliance.
Requirements
- Bachelor's Degree in Human Resources, Business, Psychology, or a related field.
- Minimum 10 years of relevant experience in talent management, learning and development, recruitment, employee engagement, or organizational development.
- Minimum 4–5 years of people management experience for Senior Manager level.
- Minimum 6 years or more of people management experience for Deputy General Manager level.
- Good understanding of talent management, recruitment, employee engagement, succession planning, and leadership development practices.
- Strong communication, stakeholder management, and presentation skills.
- Good analytical skills with the ability to translate data into meaningful insights.
