Senior Talent Development Specialist

Hammerjack Pty Ltd; Philippines; On-site; PHP 600,000 - 1,100,000; Full time

Job summary

Hammerjack Pty Ltd in the Philippines is seeking a Senior Talent Development Specialist to design, deliver, and continuously improve Internship and Graduate Programs across India, Australia, and New Zealand.

This hands-on role drives end-to-end program management, stakeholder engagement, and data-driven improvement to strengthen the early-career talent pipeline and employment brand through partnerships with universities and training organizations.

Qualifications

• Demonstrated experience in Talent Development or Learning & Development (L&D).
• Proven experience managing end-to-end programs, including planning, execution, and stakeholder engagement.
• Experience partnering with leaders in both operational and corporate environments.
• Bachelor's degree in a related field (HR/OD/Psychology/Education).

Responsibilities

• Own the end-to-end delivery of Internship and Graduate Programs, including planning, intake, delivery, completion, and evaluation.
• Coordinate learning activities, job rotations, check-ins, and milestones across geographies.
• Partner with line managers to support participant development, performance feedback, and outcomes.
• Support the organization’s trades and apprenticeship strategy.
• Collaborate with Talent Acquisition to align employer branding and pipeline initiatives.
• Design and implement a capability development framework for frontline leaders.

Skills

Talent Development

Learning & Development

Early Careers

Stakeholder Engagement

Program Management

Leadership Development

Education

Bachelor's degree in HR/OD/Education/Psychology

Job description

The Senior Talent Development Specialist designs, delivers, and continuously improves key talent development programs, with a primary focus on Internship and Graduate Programs across India, Australia, and New Zealand.

The role strengthens the organization's early-career talent pipeline and employment brand by building effective partnerships with schools, vocational training organizations, and universities aligned with workforce and capability needs.

This is a hands‑on individual contributor role responsible for end‑to‑end program management, stakeholder engagement, commercial awareness, and continuous improvement across multiple regions and business environments.

Key Responsibilities

Early Career Program Ownership and Delivery

• Own and manage the end‑to‑end delivery of Internship and Graduate Programs, including planning, intake coordination, program delivery, completion, and program evaluation.
• Ensure programs are practical, safe, and relevant to manufacturing, operational, technical, and corporate environments.
• Coordinate learning activities, job rotations, check‑ins, and formal program milestones across multiple geographies.
• Partner with line managers to support participant development, performance feedback, and successful program outcomes.
• Support the organization’s trades and apprenticeship strategy.

Employment Brand and Early‑Career Talent Pipeline

• Support and strengthen the organization’s employment brand within the early‑career talent market.
• Build and maintain relationships with:
• Secondary schools
• Vocational and technical training organizations
• Universities and higher education institutions
• Coordinate participation in career fairs, information sessions, site visits, and other pipeline development activities aligned with future capability needs.
• Collaborate with the Talent Acquisition team to ensure employer branding, messaging, and talent pipeline initiatives remain aligned and commercially focused.
• Design and implement a capability development framework and program for frontline leaders aligned with the organization’s Leadership Capability Framework.

Leadership & Talent Development Programs

• Provide program management and coordination support for Frontline Leader Development Programs.
• Coordinate logistics, scheduling, stakeholder engagement, and participant experience for leadership and talent development initiatives.
• Support the delivery of additional leadership, capability, and targeted development programs as required.
• Partner with internal stakeholders and external learning providers to ensure programs are delivered consistently and meet agreed quality standards.

Key Challenges

• Managing competing regional priorities and time‑zone differences.
• Ensuring programs remain practical and relevant in operational environments.
• Building strong engagement with leaders who have limited availability.
• Balancing global consistency with local business needs.

Key Relationships

Primary Functional Peers / Manager

• Learning and Inclusion Manager
• Capability and Performance Manager
• Senior Learning Specialist

Key Stakeholders

Internal

• People & Culture Team
• People Leaders across all levels of the organization

External

• Schools, vocational training organizations, and universities
• Graduate and early‑career program participants
• Learning and development providers (as required)

Key Requirements

Experience and Qualifications

Mandatory

• Demonstrated experience in Talent Development, Learning & Development, Early Careers, or Leadership Program Coordination.
• Proven experience managing end‑to‑end programs, including planning, execution, and stakeholder engagement.
• Experience partnering with leaders in both operational and corporate environments.
• Bachelor's degree in Human Resources, Organizational Development, Education, Psychology, or a related field.

Preferred

• Experience managing internship, graduate, or early‑career programs within a large or complex organization.
• Exposure to working across Australia, New Zealand, and/or India.
• Experience coordinating leadership or frontline development programs.
• Familiarity with using data, feedback, and performance metrics to evaluate and continuously improve development programs.

Key Skills

• Strong program ownership and execution across multiple regions.
• Ability to build effective relationships with operational and corporate leaders.
• Practical approach to learning within manufacturing and technical environments.
• Excellent stakeholder management and influencing skills.
• Data‑driven mindset for measuring program effectiveness and driving continuous improvement.