Talent Manager

Carsome Sdn Bhd; Petaling Jaya; On-site; MYR 180,000 - 360,000; Full time

Job summary

CARSOME seeks a senior talent leader to translate business priorities into practical talent management strategies across the organisation. You will design an integrated talent architecture connecting identification, assessment, succession, development, mobility and deployment.

Partner with P&C to evolve the EVP, govern talent practices and build leadership pipelines for a large, multi-country organisation, driving impact through data-driven insights and practical solutions.

Qualifications

• Bachelor’s degree in HR or related field.
• At least 7 years of experience across Talent Management, Organisational Development, Leadership Development, HRBP or related disciplines.
• Hands-on experience designing and implementing talent practices.
• Experience across succession, talent assessment, development, internal mobility and leadership pipeline.
• Ability to translate frameworks into practical organisational solutions.
• Experience working with a complex, diverse workforce.
• Experience aligning workforce planning, Talent Acquisition and Talent Management.

Responsibilities

• Translate business priorities into practical talent management strategies and interventions.
• Design and operate succession and critical talent approaches for leadership roles.
• Develop success profiles and evidence-based approaches to assess talent and readiness.
• Partner with Learning & Development and business leaders to design development experiences.
• Improve internal mobility and deployment by creating visibility of opportunities.
• Develop talent intelligence and analytics to inform leadership decisions.
• Establish governance and pragmatic tools for talent practices.

Skills

Talent Management

Leadership

Stakeholder management

Data analytics

Generative AI

Education

Bachelor’s degree in Human Resources

Job description

Translate CARSOME’s business and talent priorities into practical talent management strategies, frameworks and interventions.

Design and maintain an integrated talent architecture connecting talent identification, assessment, succession, development, mobility and deployment.

Establish clear definitions, methodologies and governance across core talent practices, ensuring they remain practical and appropriate to organisational maturity.

Identify emerging organisational capability and talent risks and translate these into actionable priorities.

Partner across P&C to develop and evolve CARSOME’s Employee Value Proposition (EVP), strengthening the organisation’s ability to attract, engage and retain talent.

Succession and critical talent

Design and operate CARSOME’s succession and critical talent approach for leadership and critical roles.

Facilitate talent and succession reviews, establishing clear criteria and evidence standards for successor identification and readiness.

Build visibility of succession coverage, bench strength, critical talent and key‑person dependencies.

Translate identified succession and talent risks into meaningful development, deployment, retention and risk‑mitigation actions.

Talent assessment and readiness

Develop success profiles that define the capabilities, experiences and behaviours required for critical and leadership roles.

Design proportionate and evidence-based approaches to assessing talent, potential and readiness against future role requirements.

Partner with leaders and specialist providers to validate talent decisions where appropriate.

Translate assessment outcomes into clear capability gaps, readiness decisions and development priorities.

Development and leadership pipeline

Translate organisational, leadership and individual capability gaps into targeted development priorities.

Partner with Learning & Development and business leaders to design appropriate development experiences, including stretch assignments, exposure, coaching, mentoring and formal learning.

Ensure development interventions are connected to demonstrated capability gaps and future organisational needs.

Monitor development progress and its impact on individual readiness and organisational bench strength.

Internal mobility and talent deployment

Develop mechanisms that improve visibility of internal talent and career opportunities across CARSOME.

Connect succession, development and talent discussions with actual workforce opportunities and deployment decisions.

Partner with Talent Acquisition to enable appropriate consideration of internal talent alongside external talent.

Identify and address organisational or behavioural barriers to internal mobility and evaluate its impact on organisational capability.

Talent intelligence and analytics

Develop an integrated view of organisational talent health across succession, readiness, critical talent, capability, development and internal movement.

Establish meaningful talent measures and ensure the underlying data and definitions are sufficiently credible for decision‑making.

Analyse talent data to identify emerging risks, trends and opportunities and translate these into actionable insights for leaders.

Connect internal talent intelligence with external talent‑market and workforce‑supply intelligence in partnership with Talent Acquisition.

Talent governance and operational excellence

Establish and maintain appropriate governance, processes, decision rights and annual rhythms across talent management.

Build practical tools and guidance that enable leaders and P&C teams to participate effectively in talent processes.

Ensure appropriate confidentiality, integrity and governance of sensitive talent information.

Track agreed talent actions, evaluate effectiveness and continuously simplify and improve talent practices.

Business partnership and leadership enablement

Act as a trusted talent advisor to senior business leaders, independently facilitating conversations on talent, succession, capability and organisational talent risks, and translating these into practical business actions.

Facilitate evidence‑based talent conversations and constructively challenge assumptions where required.

Strengthen leaders’ ability to differentiate performance, potential and readiness and make better talent decisions.

Enable and influence leaders to take accountability for developing, retaining, deploying and stewarding talent.

Your Know-How

Bachelor’s degree in Human Resources, Business, Psychology, Organisational Development or a related discipline.

At least 7 years of relevant experience across Talent Management, Organisational Development, Leadership

Development, HR Business Partnering or related disciplines, with hands‑on experience designing and implementing talent practices.

Demonstrated experience across succession, talent assessment, development, internal mobility and/or leadership pipeline, with the ability to translate frameworks into practical organisational solutions.

Experience working across a complex organisation with diverse workforce segments, including both frontline and corporate populations, with the ability to adapt talent approaches to different workforce needs and realities.

Experience connecting workforce planning, Talent Acquisition and Talent Management to support an integrated view of talent needs and supply.

Strong business partnering and stakeholder management experience, with the confidence to facilitate talent conversations, influence senior leaders and constructively challenge thinking.

Strong analytical capability, with experience using people and talent data to diagnose problems, generate insights and inform decisions.

Strong programme and project management capability, with the ability to independently take initiatives from concept through implementation and follow‑through.

Experience applying generative AI and emerging technology to improve talent practices, analysis and decision‑making.

CARSOME is Southeast Asia’s largest integrated car e‑commerce platform. With operations across Malaysia, Indonesia, Thailand and Singapore, CARSOME aims to digitize the region’s used car industry by reshaping and elevating the car buying and selling experience.

The company provides end‑to‑end solutions to consumers and used car dealers, from car inspection to ownership transfer to financing, promising a service that is trusted, convenient and efficient. CARSOME currently transacts around 100,000 cars annually and has more than 2,000 employees across all its offices.

For more information, please visit www.carsome.my

CARSOME is Southeast Asia’s largest integrated car e‑commerce platform. With operations across Malaysia, Indonesia, Thailand and Singapore, CARSOME aims to digitize the region’s used car industry by reshaping and elevating the car buying and selling experience.

The company provides end‑to‑end solutions to consumers and used car dealers, from car inspection to ownership transfer to financing, promising a service that is trusted, convenient and efficient. CARSOME currently transacts around 100,000 cars annually and has more than 2,000 employees across all its offices.

For more information, please visit www.carsome.my