Strategic Talent & Organizational Development Leader

SM+

Jakarta Pusat

On-site

IDR 180,000,000 - 360,000,000

Full time

7 days ago

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Job summary

SM+ is seeking a Senior Organizational Development Specialist in Jakarta Pusat to lead end-to-end talent development initiatives. You will map talent, plan succession, and align competency frameworks with business priorities.

The role encompasses designing trainings, driving performance management, and advancing organizational effectiveness with senior leadership collaboration. The ideal candidate brings 5+ years in OD/TD/L&D, fluent English, and strong data-driven, storytelling capabilities to

Qualifications

Bachelor's degree in Human Resources, Psychology, Business Administration, or related field.
Minimum 5 years of experience in Organizational Development, Talent Management, or Learning & Development, with at least 2 years in a managerial capacity.
Proven experience designing and delivering training programs, competency frameworks, and talent management systems.
Strong understanding of performance management methodologies (KPI/OKR) and succession planning practices.
Experience facilitating training sessions and workshops for various levels of employees, including leadership.
Must be fluent in English (spoken and written).
Strong stakeholder management skills, with the ability to influence and collaborate with senior leadership.
Analytical mindset with the ability to translate data/metrics into actionable talent strategies.

Responsibilities

Design and implement talent management frameworks, including talent mapping, succession planning, and career development pathways.
Develop and execute company-wide training & development programs (technical, leadership, and soft skills) based on identified competency gaps.
Conduct Training Needs Analysis (TNA) across departments and translate findings into an annual L&D roadmap.
Design and roll out performance management frameworks (e.g., OKR/KPI alignment) in coordination with department heads.
Lead organizational effectiveness initiatives, including org structure reviews, job leveling, and competency framework development.
Manage talent review and 9-box calibration processes with senior leadership.
Partner with department heads to identify high-potential employees and build individual development plans (IDPs).
Monitor and report L&D and talent metrics (training hours, program effectiveness, retention of high-potentials) to senior leadership.