Talent & Development Manager

PT Luxehouze Group Indonesia; Jakarta Utara; On-site; IDR 331.510.000 - 497.266.000; Full time

Job summary

A leading company in Indonesia is seeking a Talent & Development Manager to enhance organizational capability through strategic talent management, development, and engagement initiatives. The ideal candidate will have a strong background in HR, particularly in talent development and acquisition, and thrive in fast-paced environments. The role includes designing talent frameworks, executing learning strategies, and supporting leadership hiring efforts.

Qualifications

• 7+ years of HR experience with strong exposure to Talent Development.
• Proven experience in executing people development frameworks.
• Deep understanding of succession planning and competency models.

Responsibilities

• Design and implement Talent Management frameworks.
• Drive end-to-end Learning & Development program execution.
• Analyze TA data to improve recruitment efficiency.

Skills

Talent Development

Stakeholder Management

Facilitation

Analytical Skills

Education

Bachelor’s degree in Psychology, Business, HR Management

Master’s degree (preferred)

Job description

The Talent & Development Manager will play a critical role in building Luxehouze’s organizational and people capability — driving growth through talent management, development, and strategic hiring initiatives. This is a hands‑on role that combines strategic design and practical execution. The manager will partner closely with business and function leaders to identify capability gaps, execute development solutions, and ensure Luxehouze’s people strategies directly support business outcomes. The ideal candidate thrives in a fast‑paced, high‑growth environment, demonstrates a growth mindset, and has a track record of turning frameworks into measurable impact.

Key Responsibilities

1. Talent Management & Organizational Development (Primary Focus)

• Design and implement Talent Management frameworks, including talent review, succession planning, and high‑potential identification.
• Partner with business leaders to assess team capability, readiness, and development priorities.
• Develop Career Path frameworks, Competency Models (Core, Leadership, Functional), and ensure adoption across departments.
• Lead Talent Calibration discussions and translate outputs into development and succession actions.
• Establish internal mobility and growth programs to strengthen retention and career continuity.
• Actively support organizational design, workforce planning, and structure reviews with data insights.

2. People Development & Learning Execution

• Design and execute the Learning & Development strategy — from training needs analysis to learning delivery.
• Drive end‑to‑end program execution, from content design and vendor engagement to facilitation and post‑learning evaluation.
• Finalize and roll out the Competency Dictionary as a foundation for performance and development discussions.
• Oversee Performance Management (SOPs, calibration, feedback process) and Performance Improvement Plan (PIP) execution.
• Introduce measurable development metrics (completion rate, skill growth, impact) to ensure business relevance.

3. Talent Acquisition (Supporting Focus)

• Partner with TA to ensure quality of hire and alignment with long‑term talent strategies.
• Support strategic and leadership hiring, particularly for critical and emerging roles.
• Analyze and provide insights on TA data to improve recruitment efficiency and team capability.

4. Engagement, Culture, and Change Enablement

• Co‑lead initiatives to improve employee engagement, leadership effectiveness, and team collaboration.
• Partner with leaders to drive adoption of new HR frameworks and promote a growth and feedback‑driven culture.
• Act as a change agent, helping leaders and teams navigate transitions effectively.

Requirements

• Bachelor’s degree in Psychology, Business, HR Management, or related field (Master’s preferred).
• 7+ years of HR experience, with strong exposure to Talent Development, Talent Management, and some experience in Talent Acquisition.
• Proven experience in building and executing people development frameworks, not just designing them.
• Deep understanding of succession planning, career pathing, competency models, and performance systems.
• Strong facilitation, coaching, and stakeholder management skills, able to influence and challenge constructively.
• Hands‑on executor who’s comfortable managing programs end‑to‑end while partnering with business leaders.
• Experience working in fast‑paced, high‑growth environments (tech, retail, or startup).
• Analytical, structured, and data‑driven; comfortable turning insights into actionable plans.
• Demonstrates growth mindset, high ownership, and commitment to continuous improvement.