Talent Management Lead

Buscojobs; Metro Manila; On-site; PHP 800,000 - 1,000,000; Full time

Job summary

A leading recruitment platform in the Philippines seeks a Talent Management Lead to drive talent management programs and create a learning culture. The ideal candidate will have experience in human resources and a relevant Bachelor's degree. Responsibilities include managing learning strategies, performance management frameworks, and succession planning, ensuring alignment with business objectives.

Qualifications

• Solid work experience in HR, L&D, talent management, or organizational design.
• Hands-on experience in learning and development.

Responsibilities

• Co-create L&D strategies based on business and competency requirements.
• Develop assessment processes to capture ROI of L&D programs.
• Manage talent development and succession management framework.
• Analyze talent data with People Analytics to improve impact.

Skills

Human resources management

Learning and development

Organizational development

Talent management

Performance management

Education

Bachelor's degree in psychology, behavioral science, organization development or social science

Job description

Talent Management Lead – Muntinlupa

Posted today

Overview

Responsible for co-creating and executing talent management programs to develop and nurture talent and future leaders across the group to meet current and future business requirements. The role will co-create and implement learning and development strategies and programs, design career pathways and career progression opportunities in the organization and co-manage high-potential talent and succession management programs. The role will champion the creation of a learning culture across the group in collaboration with the CHRO, HRBL and Line Managers. Co-create and recommend a roadmap and/or change management interventions covering people, process and platforms to enable the organization to deliver its strategy, plans and programs.

Responsibilities

• Manage Learning and Development: Co-create learning and development (L&D) strategies and targeted programs based on current and future business and competency requirements. Conduct periodic strategy reviews and correct if L&D strategy does not meet business needs or if there is a change in business strategy and priorities.
• Define required financial resources for L&D and prioritize spending to invest in strategic organizational capabilities to enable current and future business strategies and objectives.
• Develop assessment and monitoring processes to capture ROI of L&D strategy and programs.
• Manage Organization Development: Co-create the business case for organizational development and change interventions to build, embed and sustain people and organization resilience and effectiveness. Align OD interventions to support and enable business strategy and goals.
• Recommend / Co-create organizational and change management delivery model, including diagnostic tools to assess current and future capability needs and agility.
• Influence strategic development initiatives at group and functional levels to ensure strong alignment of OD interventions and programs.
• Performance Management: Develop, implement and embed a performance management framework, ensuring policies and processes are robust and relevant to the business. Support line managers to cascade OKRs and develop performance goals aligned to the group BSC and Entity OKRs. Create communication toolkit to communicate appraisal ratings. Monitor and evaluate PMS effectiveness and drive continuous improvement actions.
• Manage Talent Development and Succession Management: Co-create, deploy and embed talent management framework to identify, nurture and retain talents. Recommend talent assessment tools to identify high performing and high potential talents and future leaders. Facilitate talent review and succession planning sessions. Analyze talent data with People Analytics to improve impact. Co-create career development framework and toolkits, including career pathways and role descriptions. Coach line managers to enable career development conversations. Plan and execute company-wide communication activities about career structure and options. Gather and review feedback to improve framework and programs.
• Undertake Analytics and Insights: Correlate financial and workforce analytics to design HR metrics, identify relationships and provide insights for nurturing talents and building future leaders. Develop presentations from HR metrics using dashboards or data visualization tools.

Qualifications

• Solid related work experience in human resources, learning and organization development, or similar disciplines with hands-on experience in L&D, talent management, and organizational design.
• Bachelor's degree in psychology, behavioral science, organization development or social science is required.