MANAGER, CAPABILITY DEVELOPMENT

Pelabuhan Tanjung Pelepas Sdn Bhd; Gelang Patah; On-site; MYR 180,000 - 320,000; Full time

Job summary

Pelabuhan Tanjung Pelepas Sdn Bhd invites applications for the Capability Development Manager to lead end-to-end capability development initiatives, including competency management, succession planning, and leadership development. The role partners with business leaders to translate strategy into actionable capacity programs.

You will establish governance, measurement, and analytics to ensure sustainable, impactful capability interventions across the organization, aligning with human capital

Qualifications

• Bachelor's Degree in Human Resources, Organizational Development, Business Management, Psychology, Education, Engineering, Technology or another relevant discipline.

Responsibilities

• Develop and implement capability development strategy aligned with business strategy.
• Translate priorities into an integrated capability development agenda.
• Establish governance, operating rhythms, measurement mechanisms and stakeholder accountability.
• Partner with leaders to identify future workforce capability requirements.
• Develop learning architectures and blended learning solutions.
• Establish capability analytics and management reporting.
• Lead industry-academia partnerships and emerging talent programs.

Education

Bachelor's Degree in Human Resources, Organizational Development, Business Management, Psychology, Education, Engineering, Technology or another relevant discipline

Job description

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The Capability Development Manager is responsible for leading the end-to-end Capability Development function for PTP by establishing an integrated approach to competency management, succession planning, talent development, functional capability building, leadership development, industry-academia collaboration, learning technology and capability analytics.

The role ensures that PTP develops and maintains the capabilities, leadership pipeline and talent readiness required to meet current operational requirements and future business priorities.

The incumbent serves as a strategic partner to business and functional leaders, translating business strategy, workforce requirements, transformation priorities and performance gaps into structured capability development interventions.

The Manager will also establish appropriate governance, operating rhythms, measurement mechanisms and stakeholder accountability to ensure that capability development initiatives are sustainable, measurable and aligned with PTP's broader Human Capital and business priorities.

Key Responsibilities

1. Capability Strategy & Operating Model

• Develop and implement PTP's annual capability development strategy and priorities in alignment with business strategy, workforce plans and organizational requirements.


• Translate business priorities, workforce planning signals, operational performance requirements and transformation initiatives into an integrated capability development agenda.


• Establish an annual capability planning cycle covering needs identification, prioritization, design, implementation, monitoring and evaluation.


• Develop an integrated Learning & Development operating rhythm covering planning, execution, governance, measurement and continuous improvement.


• Serve as the central integrator across technical, functional, behavioral, leadership, talent and emerging capability development initiatives.


• Partner with HCM Business Partners and business leaders to identify future workforce capability requirements.

2. Competency & Role-Based Capability Framework

• Develop, maintain and continuously enhance PTP's enterprise competency and capability framework.


• Establish competency requirements covering leadership, behavioral, functional and technical capabilities.


• Develop role-based competency profiles for critical positions and job families.


• Define appropriate proficiency levels and expected capability standards for different roles and organizational levels.


• Develop assessment methodologies and mechanisms to measure employee proficiency against established capability requirements.


• Design, implement and manage PTP's succession planning framework for identified critical and leadership positions.


• Partner with HCM Business Partners, Heads of Division, Heads of Department and business leaders to identify critical roles, potential successors and high-potential employees.


• Establish appropriate criteria and governance for identifying, assessing and monitoring succession candidates.


• Evaluate successor readiness and establish appropriate development actions to improve readiness for future roles.


• Develop structured development plans for identified successors and talent pools.


• Design and coordinate leadership development interventions for different leadership levels.

4. Functional, Technical & Operational Capability Development

• Partner with Operations, Technical Training, HSE, Sustainability, IT and other business functions to identify capability requirements linked to operational and business performance.


• Conduct structured capability needs analysis based on performance gaps, competency assessments, operational requirements and future workforce needs.


• Develop functional academies and structured learning pathways for identified job families and critical functions.


• Design job-specific development interventions based on actual role and competency requirements.


• Establish a structured learning architecture aligned with PTP's competency framework and workforce requirements.


• Design curricula, learning pathways, development journeys and capability academies for identified employee segments.


• Determine appropriate learning methodologies based on development requirements.


• Develop blended learning solutions incorporating classroom learning, digital learning, workplace development, coaching, mentoring and experiential learning.


• Develop an integrated leadership development framework supporting current and future leaders across PTP.


• Identify leadership capability requirements aligned with PTP's strategic direction and leadership expectations.


• Design structured leadership programs for different management and leadership levels.


• Coordinate leadership assessments and development interventions.

7. Industry Academia Partnership & Emerging Talent

• Develop and manage strategic partnerships with universities, higher learning institutions, training providers, professional bodies and industry organizations.


• Identify collaboration opportunities that strengthen PTP's current and future capability requirements.


• Establish partnerships for research, specialized training, curriculum development, talent pipelines and knowledge exchange.


• Develop and coordinate emerging talent programs.


• Support internship, graduate development and early-career capability programs.


• Lead the effective utilization and continuous improvement of learning technologies supporting capability development.


• Evaluate opportunities to digitalize and automate learning and capability processes.


• Promote adoption of digital and blended learning solutions across the organization.


• Ensure learning systems support accurate employee learning records, competency information and development history.

9. Capability Analytics & Management Reporting

• Establish appropriate capability and learning metrics to support evidence-based decision-making.


• Maintain accurate and reliable learning, competency, assessment and talent-development information.


• Develop dashboards and Management reports covering capability gaps, learning participation, program effectiveness, succession readiness and workforce development.


• Analyze capability data to identify trends, risks and development priorities.

10. Learning Effectiveness & Impact Measurement

• Establish appropriate mechanisms to measure the effectiveness of learning and capability development interventions.


• Define program success measures before implementation.


• Evaluate participant learning, competency improvement, behavioral application and business impact where appropriate.

Requirements

1. Academic Qualification

• Bachelor's Degree in Human Resources, Organizational Development, Business Management, Psychology, Education, Engineering, Technology or another relevant discipline.


• Relevant postgraduate qualification would be an added advantage.


• Professional certification in Talent Management, Competency Modeling, Learning & Development, Instructional Design, Coaching, Learning Analytics, Organizational Development or Project Management would be advantageous.

2. Experience

• Minimum 7 years of progressive experience in Learning & Development, Talent Management, Organizational Development, Capability Development, HR Business Partnering, workforce transformation or related Human Capital functions.


• Demonstrated experience in developing and implementing competency or capability frameworks.


• Practical experience in succession planning and talent development.


• Experience developing structured learning pathways, academies or capability programs.


• Exposure to learning analytics, capability dashboards and evidence-based reporting.


• Experience managing multidisciplinary and multi-stakeholder HR or organizational development projects.


• Experience partnering with senior business and functional leaders.


• Demonstrated experience managing external learning providers, consultants or strategic partners.


• Experience managing budgets and ensuring governance and program quality.


• Experience within a large, operationally complex, industrial, port, logistics, engineering or asset-intensive organization would be an added advantage.