1. Talent Management & DevelopmentPerformance Management: Implement and oversee the company's performance review cycles (e.g., goal setting, mid-year check-ins, year-end evaluations). Develop managers capability to conduct effective performance conversations and provide ongoing, constructive feedback that supports employee performance and development.Succession Planning: Identify critical roles and high-potential employees. Manage and keep track of formal succession planning processes to build an internal talent pipeline for future leadership needs.Career Development: Monitor and manage employee career progression paths and internal mobility. Collaborate with departmental heads to manage development programs to identify training needs.Talent Analytics: Identify and develop high-potential employees through talent review and Individual Development Plans (IDPs).2. Learning & DevelopmentDevelop and implement the annual Learning & Development (L&D) strategy and training plan.Conduct Training Needs Analysis (TNA) and identify competency gaps.Design, coordinate and evaluate training and development programmes.Manage training budgets, training records and HRD Corp grants/claims.Promote a culture of continuous learning across the organisation.3. Employee Engagement & RetentionDevelop initiatives to improve employee engagement and retention.Analyse turnover trends, exit interview findings and employee feedback to recommend improvement actions.Partner with business leaders to implement career development and retention strategies for key talent.Monitor retention metrics and recommend continuous improvement initiatives.4. Stakeholder & Project ManagementPartner with department heads to identify workforce capability and development needs.Manage relationships with external training providers and learning partners.Lead HR projects related to learning, talent development and organisational capability.Prepare reports and dashboards on training, talent and retention outcomes.5. Governance & ComplianceEnsure compliance with Company policies and statutory requirements relating to employee learning and development.Maintain proper documentation and confidentiality of learning, talent and succession records.6. Learning Management System (LMS) & Digital LearningManage and continuously improve the Company's Learning Management System (LMS) and digital learning initiatives.Ensure training records are maintained accurately and learning resources are accessible to employees.
Job RequirementsBachelor™s degree in Human Resources, Business Administration, or a related field.Minimum 5 years of progressive HR experience in Learning & Development, Talent Management or Organisational Development.Experience in leadership development, succession planning and employee engagement.Familiarity with HRD Corp processes and Learning Management Systems (LMS) is an advantage.Highly empathetic, with strong interpersonal skills and a passion for people development.Strategic thinker with the ability to connect talent strategy to business goals.Self-starter, proactive, and capable of managing multiple priorities in a fast-paced environment.Good to have: Strong understanding of business functions and strategic thinking to develop and implement people plans.
