Role Purpose
Head of Talent Management
The Head of Talent Management is responsible for shaping and driving the organisation's talent agenda across talent development, performance management, leadership development, succession planning, and employee experience.
The role works closely with Business and Functional Leaders to build organisational and people capabilities, strengthen the leadership pipeline, develop and retain critical talent, attract high-quality talent, and create a positive and engaging employee experience across Mah Sing.
Key Responsibilities:
1. Performance & Organizational Development
- Lead the implementation, governance and continuous improvement of the organisation's performance management framework.
- Develop and implement robust succession planning and talent review processes for critical roles and key talent.
- Drive leadership development initiatives to build a strong pipeline of current and future leaders.
- Identify high-potential talent and establish appropriate development and career pathways.
- Support organisational development initiatives that enhance organisational effectiveness and future readiness.
2. Talent Development
- Develop and execute the organisation's learning and talent development strategy in alignment with business priorities.
- Identify current and future capability gaps and recommend targeted learning and development interventions.
- Design and implement practical, impactful learning journeys for employees and leaders across different career stages.
- Partner with external training providers, consultants and relevant stakeholders to ensure high-quality programme design and delivery.
- Establish appropriate measures to evaluate learning effectiveness, capability uplift and business impact.
- Build a culture of continuous learning, career development and internal mobility across the organisation.
3. Strategy, Culture & Employee Engagement
- Develop and drive the organisation's people and talent strategies in alignment with the Group's business objectives, growth plans and long-term organisational priorities.
- Translate business strategies into people priorities and initiatives that strengthen organisational capability, leadership effectiveness, talent pipelines and employee engagement.
- Develop and implement strategies to enhance employee engagement, employee experience, organisational culture and overall employee effectiveness.
- Lead initiatives to strengthen a high-performance, collaborative and inclusive culture that supports accountability, innovation, continuous improvement and employee development.
- Analyse employee engagement survey results, focus group feedback and other employee insights to identify key themes, root causes and areas requiring intervention.
- Review and continuously improve the end-to-end employee journey, covering talent attraction, recruitment, onboarding, performance, learning and development, career progression, internal mobility, recognition, retention and exit.
- Support the development and implementation of employee communication and engagement programmes, including leadership communication, town halls, employee forums and other relevant engagement platforms.
- Identify emerging people, workforce and organisational trends that may impact the organisation and recommend appropriate strategies or interventions to senior management.
- Ensure that strategy and engagement initiatives contribute to improved talent attraction, retention, productivity, leadership effectiveness and overall organisational performance.
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.
