Senior Executive, HR Strategy & Development

Job Description

Role Purpose

The incumbent is responsible for driving forward‑looking people strategies that support the Mall business's operational, workforce, and growth needs.

This role focuses on organisation development, workforce planning, early talent pipelines, career frameworks, and employer branding, working closely with HR Business Partners and operational leaders to ensure that Mall manpower is sustainable, responsive, and future‑ready.

The role acts as a strategic integrator, translating business priorities into scalable people solutions without duplicating existing Talent Management, Learning & Development, or Recruitment functions.

Key Responsibilities

1. Career Framework Development

• Design and implement a structured career framework for Mall employees, starting with technical / operational career pathways (e.g. operations, facilities, engineering, customer experience)
• Clearly define job families, career levels, competencies, and progression pathways for technical roles
• Roll out subsequent career frameworks for other Mall functions in later phases
• Partner with HRBP, L&D, and business leaders to ensure career frameworks support internal mobility, reskilling, and retention
• Serve as the custodian of career architecture for the Mall workforce

2. Micro Pool Talent Strategy (Operational Workforce)

• Conceptualise and implement a breakthrough Micro Pool candidate solution to address manpower shortages, particularly for Non‑Executive (NE) roles
• Redesign hiring approach to achieve time‑to‑hire of within 3 working days for selected NE roles
• Explore and pilot alternative hiring models such as: Pre‑cleared candidate pools , Community‑based or localised sourcing
• Flexible, project‑based, or seasonal workforce models
• Work closely with Recruitment to operationalise Micro Pool deployment without duplicating recruitment ownership

3. Talent Pipeline Development (TVET & Early Talent)

• Lead Mall involvement in numeros initiatives, particularly TVET, polytechnic, school and early talent pipelines
• Develop sustainable partnerships with TVET institutions to address long‑term Mall manpower needs
• Design structured intake, attachment, apprenticeship, or conversion programmes for Mall operations
• Track conversion and retention outcomes of pipeline programmes

4. Workforce Planning

• Lead Mall workforce planning, with particular focus on: Operational manpower sustainability Seasonal peaks and troughs
• ew mall openings, expansions, and operational change
• Partner with HRBP and business leaders to identify future skills gaps and workforce risks
• Translate workforce insights into actions such as reskilling, redeployment, or pipeline initiatives

5. Employer Branding (Mall)

• Refresh and reposition the Mall employer brand to attract frontline, technical, and early‑career talent.
• Work with internal stakeholders and Corporate Communications to align messaging across digital, on‑ground, and recruitment touchpoints.
• Strengthen perceptions of Mall careers as sustainable, progressive, and skill‑based

6. Organisation Development & Change Enablement

• Support organisation development (OD) initiatives in term of Career and capability diagnostic
• Work in alignment with existing Talent Management, L&D, and Rewards owners to avoid overlap

7. Collaboration & Governance

• Work closely with:

HR Business Partners (HRBP) – to align solutions to business realities

Recruitment & L&D Leads – to operationalise initiatives without duplication

Operations & Mall Leadership Teams – to ensure practicality and adoption

Provide regular updates and insights to the GM – Human Resources

Job Requirements

• 4–7 years of HR experience
• Exposure to OD, workforce planning, HR projects, or HR strategy is an advantage
• Experience supporting operations‑driven or frontline environments preferred
• Strong coordination, analytical, and stakeholder management skills