JOB PURPOSE:
To support and drive the execution of Group-level human capital initiatives across MBMR and its subsidiaries, with a focus on talent management, leadership development, and strategic HR partnering, while progressively building capability to support broader human capital strategy and stakeholder engagement.
KEY ACCOUNTABILITIES AND DUTIES
Talent Management and Succession
- Support the execution of Group-wide talent management and succession initiatives across MBMR and subsidiaries.
- Coordinate identification and tracking of key talents and successors.
- Monitor development progress and ensure structured development actions are implemented and documented.
- Consolidate talent insights and provide inputs on talent gaps and succession risks.
Individual Development Planning and Talent Development
- Drive the implementation of Individual Development Plans for identified key talents and successors.
- Work with business units to ensure development actions are meaningful, structured, and aligned to readiness goals.
- Track development exposures such as expanded scope, cross-functional assignments and leadership exposure.
- Evaluate effectiveness of development actions and recommend improvements.
Leadership Development and Group Programmes
- Coordinate and execute Group-level leadership development programmes and initiatives.
- Support the design and rollout of structured development journeys for identified talent pools.
- Liaise with business units and training providers to ensure effective delivery.
- Track participation, outcomes and effectiveness of programmes.
Leadership 360 Assessment
- Coordinate and manage the end-to-end Leadership 360 assessment process.
- Ensure timely rollout, follow-ups and completion across stakeholders.
- Consolidate and support analysis of feedback outcomes.
- Work with stakeholders to translate insights into development actions.
HR Business Partnering
- Act as the point of contact for assigned business units on talent, development and leadership matters.
- Engage with stakeholders to understand underlying people challenges and provide practical input where appropriate.
- Attend to queries, briefings and touchpoints relating to PMS, talent and development initiatives.
- Liaise with HR specialists to ensure proper follow-through and resolution.
- Follow up closely to ensure timely execution of agreed actions.
Performance Management Support
- Support PMS-related communications, briefings and stakeholder engagement at business unit level.
- Address queries and provide guidance during performance cycles.
- Coordinate with HR specialist for system, process and backend matters.
Data, Tracking and Dashboard Management
- Maintain and update Group-level dashboards for talent, IDP and leadership programmes.
- Ensure timely and accurate data submission from business units.
- Track progress of key initiatives and highlight gaps or delays.
- Support reporting for management updates and reviews.
Strategic Support and HC Advisory
- Support the Head of GSHCM in driving Group-level human capital strategies and initiatives.
- Assist in preparing materials, proposals and presentations for Management and Board discussions.
- Participate in stakeholder discussions to understand business needs and translate into HC actions.
- Provide inputs on talent, development and organizational challenges.
- Gradually take on increased ownership of initiatives and stakeholder engagements.
JOB REQUIREMENTS
- Bachelor's Degree in Human Resource, Business Administration or related field
- 3 to 7 years of relevant experience in HR, preferably in HRBP, Talent Management or Learning and Development
- Strong understanding of HR fundamentals including Talent Management, Learning and Development and Performance Management
- Experience engaging with business stakeholders or multiple entities
- Familiarity with HRIS, dashboards and reporting tools
- Basic understanding of compensation and performance frameworks is an added advantage
