SEA- Senior Executive/ Assistant Manager/ Manager, Talent Development

Deloitte PLT; Kuala Lumpur; On-site; MYR 120,000 - 160,000; Full time

Job summary

A global consulting firm in Kuala Lumpur is seeking a Senior Executive / Assistant Manager / Manager in Talent Development. This role involves designing and enhancing strategic development programs across Southeast Asia. The ideal candidate will have 6-10 years of experience in Talent Development, strong stakeholder engagement skills, and a relevant Bachelor's degree. Responsibilities include embedding leadership principles and ensuring effective program implementation. Commitment to diverse and inclusive work culture is essential.

Qualifications

• 6–10 years regional or multi-country experience in Talent Development.
• Experience with program design and leadership pipelines.
• Familiarity with performance, coaching, and HiPo development models.

Responsibilities

• Support the development of strategic Talent Development programs.
• Engage stakeholders for program design and capabilities.
• Track program outcomes and alignment with strategies.

Skills

Stakeholder engagement

Project management

Content development

Communication

Data analysis

Presentation skills

Education

Bachelor’s degree in Human Resources, Psychology, Organizational Development

Job description

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Location: Kuala Lumpur, MY

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Senior Executive / Assistant Manager / Manager, Talent Development – SEA Talent CoE

As part of the SEA Talent Centre of Excellence (CoE), the Senior Executive/ Assistant Manager/ Manager, Talent Development supports the design, curation, and enhancement of key strategic development programs across Deloitte Southeast Asia. This role enables consistent, high‑impact implementation by providing country Talent teams and business stakeholders with program frameworks, tools, resources, and capability‑building support.

You will help embed Deloitte’s leadership principles, 368 Charter, Shared Values, and inclusive talent strategies across the employee lifecycle, with a special focus on leadership pipeline development, coaching culture, career mobility, and early‑career acceleration.

Key Responsibilities

1. Program Design, Curation, and Enablement

• SEA Apprenticeship Programme – Support the development of scalable program design, toolkits, and communications. Work with countries to embed apprenticeship opportunities that blend learning with business exposure.
• Career Mobility – Curate frameworks and resources that encourage internal mobility across business units and geographies. Partner with stakeholders to track and promote mobility trends and enablers.
• ELDP (Executive Leadership Development Programme) – Assist in enhancing the SEA‑level ELDP design. Coordinate with internal facilitators and external partners to deliver impactful learning aligned to Partner‑readiness goals.
• Performance Improvement Plan (PIP) – Provide program guidance and resources to ensure consistent implementation across SEA. Enable HR teams with templates, communications, and upskilling to manage PIP cases effectively.
• Graduate Development – Collaborate with Campus and Country Talent teams to standardise graduate onboarding and learning pathways. Promote consistent experience and application of 368 Charter values.
• Coaching Culture – Curate and deploy initiatives to build a strong culture of coaching. Promote manager‑as‑coach capabilities, peer coaching tools, and leader visibility in coaching initiatives.
• HiPO Talent Development – Support the design and refinement of HiPO identification, nomination, and development strategies. Work with Talent Partners to track progress and succession alignment.
• Women’s Development – Support SEA‑wide women’s development initiatives, including sponsorship, mentoring, and advocacy programs. Track progress against gender diversity and advancement goals.

2. Capability Building and Stakeholder Enablement

• Deliver briefings, onboarding, and upskilling sessions for country Talent teams and business stakeholders on program intent, process, and delivery.
• Create toolkits, playbooks, comms templates, and user guides for ease of local implementation.
• Promote best practice sharing across markets through learning sessions, resource libraries, and community‑of‑practice engagements.

3. Program Governance and Impact Measurement

• Maintain dashboards and reports to track program uptake, outcomes, and alignment with SEA Talent strategies.
• Collect feedback and insights across countries to enhance program design and execution.
• Ensure alignment to Deloitte SEA’s broader Talent strategy, including DEI and leadership pipeline metrics.

Key Expectations & Success Measures

• Enable countries with consistent frameworks, resources, and guidance.
• Ensure programs reflect SEA‑wide strategic priorities and leadership principles.
• Drive collaboration and cross‑market synergy within the SEA Talent community.
• Track and report progress on program KPIs, DEI metrics, and leadership pipeline indicators.
• Maintain alignment with 368 Charter and SEA Talent operating model.

Your role as a leader

• Demonstrate a strong commitment to personal learning and development.
• Understand how our daily work contributes to the priorities of the team and business.
• Understand the set expectations and demonstrate accountability in keeping personal performance on track.
• Actively focus on developing effective communications and relationship‑building skills with stakeholders, clients and team.
• Demonstrate an appreciation for working with others.
• Understand what is fundamental to Deloitte’s success as a business.
• Demonstrate integrity and an awareness of strengths, differences, and personal impact.
• Develop their understanding of Deloitte and offer a fresh perspective.

Requirements

• Bachelor’s degree in Human Resources, Psychology, Organizational Development, or related field.
• Min. 6–10 years of regional or multi‑country experience in Talent Development or Learning & Leadership Development.
• Strong stakeholder engagement, project management, and content development skills.
• Experience with program design, development frameworks, and leadership pipelines.
• Familiarity with performance, coaching, and HiPo development models.
• Comfortable working in a highly matrixed, collaborative environment.
• Strong communication, data analysis, and presentation skills.

Due to volume of applications, we regret only shortlisted candidates will be notified. Candidates will only be contacted by authorized Deloitte Recruiters via firm’s business contact number or business email address.

Requisition ID: 110927