Talent Management Manager

PT SMART Tbk; Jakarta Pusat; On-site; IDR 300,000,000 - 600,000,000; Full time

Job summary

PT SMART Tbk is seeking an experienced Talent Management leader to design and implement enterprise-wide talent management strategies, ensuring a strong leadership pipeline and successor readiness across Sinar Mas Agribusiness & Food. The role leads talent reviews, succession planning, critical pipeline management, analytics, and partnering with HRBPs to align talent decisions with business priorities.

The ideal candidate brings 8–12 years in HR with deep expertise in talent management, executive

Qualifications

• Bachelor’s or Master’s degree in Human Resources, Psychology, Organizational Development, Business Administration, or related fields.
• Minimum 8–12 years of progressive Human Resources experience, with at least 5+ years dedicated to Talent Management.

Responsibilities

• Design and implement enterprise-wide talent management strategies and processes.
• Lead talent reviews, succession planning, and critical pipeline management across units.
• Partner with HRBPs to align talent decisions with business priorities and drive change campaigns.
• Develop talent analytics dashboards to track bench strength and successor readiness.
• Advise senior HR leadership as SME and build internal capability in talent management practices.

Skills

Talent Management

Succession Planning

Stakeholder Management

HR Analytics

HRIS (Workday)

Cross-Cultural Communication

Education

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

Tools

Workday

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).

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