Talent Management Manager

pt smart tbk; Indonesia; On-site; IDR 600,000,000 - 1,000,000,000; Full time

Job summary

Sinar Mas Agribusiness & Food seeks an experienced leader to design, implement, and continuously improve enterprise-wide talent management strategies. You will drive succession planning, high-potential acceleration, and robust talent analytics across the organization.

The role partners with HRBPs and business leaders to align talent decisions with strategic priorities and to foster a transparent, performance-driven culture across diverse operations.

Qualifications

• Masterful understanding of talent management and succession planning.
• Experience in multinational or large-scale conglomerates preferred.
• Strong analytical and stakeholder-management capabilities.

Responsibilities

• Design and implement enterprise-wide talent management policies and frameworks.
• Lead succession planning, executive review cycles, and critical-pipeline management.
• Partner with L&D to develop IDPs and cross-functional mobility pathways.
• Maintain talent analytics dashboards and provide data-driven guidance to leadership.
• Act as SME and advisor to HRBPs and line managers to foster a performance-driven culture.

Skills

Executive stakeholder management

Strategic & business acumen

Tech & analytical agility

Cross-cultural adaptability

HR analytics

Education

Bachelor’s or Master’s degree in HR/OD/Business

Tools

Workday

Data visualization tools

Job description

To design, implement, and continuously improve enterprise-wide talent management strategies and processes that ensure a strong leadership pipeline, readiness of successors, accelerated development of Talent, and sustainable organizational capability across Sinar Mas Agribusiness & Food.

The role will lead talent management initiatives including talent review, succession planning, critical position management, talent analytics, and partnering with HRBP to align talent decisions with business priorities.

Job Description:

1. Enterprise Talent Framework & Strategy

• Design, refine, and rollout end-to-end Talent Management policies, frameworks, and methodologies aligned with the overall business strategy.
• Establish standardized processes for talent identification, talent mapping (e.g., 9-Box Matrix across all business units.

2. Succession Planning & Critical Pipeline Management

• Lead executive and succession planning cycles to ensure robust internal talent pipelines for senior leadership roles.
• Facilitate regular Talent Review and calibration sessions with businesses & functions leaders and HRBP.

3. High-Potential (HiPo) Acceleration & Mobility

• Establish robust criteria and selection mechanisms to identify talent across business stream & corporate functions.
• Partner closely with the L&D team to design targeted Individual Development Plans (IDPs).
• Define cross-stream talent mobility frameworks to optimize internal talent deployment and foster cross-functional exposure.

4. Talent Analytics & Insights

• Build and maintain a talent analytics dashboard tracking key metrics such as bench strength and successor readiness.
• Leverage data insights to advise HR leadership and executive management on strategic talent decision.

5. Business Advisory & Stakeholder Engagement

• Act as a Subject Matter Expert (SME) and trusted advisor to HRBPs and line managers, building internal capability in talent management practices.
• Lead change enablement campaigns to foster a transparent, performance-driven talent culture across diverse operational teams.

Job Requirements:

• Education: Bachelor’s or Master’s degree in Human Resources, Psychology, Organizational Development, Business Administration, or related fields.
• Overall Experience: Minimum 8–12 years of progressive Human Resources experience, with at least 5+ years dedicated specifically to Talent Management.
• Organizational Exposure: Proven track record in multinational corporations (MNCs) and/or large-scale, complex multi-industry conglomerates.
• Deep Talent Management Expertise: Masterful understanding of succession planning methodologies, talent mapping tools, competency frameworks, and assessment center tools.
• Strategic & Business Acumen: Ability to connect strategic business priorities directly with talent intervention plans.
• Executive Stakeholder Management: Superior interpersonal, negotiation, and executive presence to engage, challenge, and align with HR leaderships and senior leaders in business & corporate functions.
• Tech & Analytical Agility: Proficiency in HRIS talent modules (e.g Workday) and data visualization tools.
• Cross-Cultural Adaptability: Ability to navigate matrix organizations and communicate effectively across varied operating cultures (corporate office vs. field operations).

"Our company has never levied any fees for the recruitment process nor has it required to order tickets and accommodation through a certain travel agent or certain person"