Talent Management Manager

Corporate Executive Search, Inc. (CESI); Makati; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

Corporate Executive Search, Inc. (CESI) is seeking a Manager, Talent Management to help identify, develop, and retain key leaders, building a robust leadership pipeline aligned with CESI's long-term business goals.

You will partner with BU HR and leaders to design strategies across strategic workforce planning, succession, leadership development, and performance management, delivering governance, insights, and programs that drive continuous learning and growth.

Qualifications

• Professional: At least 10 years of experience in organizational development, talent management, or relevant field, preferably with experience in a center of excellence role
• Leadership: At least 3 years in a leadership role (at least managerial), whether direct or matrix
• Project: Handled end-to-end program development for talent management
• Education: Bachelor’s Degree in Human Resources, Education, Psychology, Behavioral Science, or any related discipline

Responsibilities

• Strategic Workforce Planning: Design and update the strategic workforce planning framework based on business needs and changes in the landscape
• Strategic Workforce Planning: Provide governance in the facilitation of the SWP process for the organization and provide advice and support to business units and corporate service groups, as needed
• Strategic Workforce Planning: Identify and ensure execution of internal and external talent strategies to build and acquire critical capabilities
• Strategic Workforce Planning: Develop overall talent management strategy in alignment with the strategic workforce plan
• Strategic Workforce Planning: Act as a consultant to BU HR and leaders, recommending solutions, tools, and best practices on strategic workforce planning
• Succession Management: Develop and update succession management strategy aligned to the strategic workforce plan
• Succession Management: Maintain and update the succession management programs and policies by tracking changing business needs and conducting research on trends, best practices, and technology on the subject
• Succession Management: Provide governance in the implementation and customization of succession management policies and strategies
• Succession Management: Facilitate executive discussion on talent management, providing insights into the state of the talent and key talent strategies
• Succession Management: Manage the succession plan and talent reviews for key executives
• Succession Management: Monitor the effectiveness of the succession management framework and make necessary adjustments to ensure its continued relevance and impact
• Succession Management: Manage key talent data, succession analytics and report for timeliness, accuracy, relevance and interpretation to establish trend, forecast needs, assess talent gaps
• Succession Management: Act as a consultant to BU HR and leaders, recommending solutions, tools, and best practices on succession management
• Leadership Development: Together with the Learning and Development team, define leadership development principles and ensure alignment of BU leadership program to principles
• Leadership Development: Together with the Learning and Development team, Design and manage an enterprise leadership development program for different levels in the organization, including assessment, alignment of BU-level programs, and evaluation
• Leadership Development: Develop and update HIPO management strategy and framework to effectively identify, assess, develop, and reward high potential talents
• Leadership Development: Provide governance in the implementation and customization of HIPO management policies and strategies
• Leadership Development: Ensure alignment of BU HIPO management practices to the overall hipo management framework
• Leadership Development: Work with the learning and development team in designing a differentiated high potential development program and solutions
• Leadership Development: Act as a consultant to BU HR and leaders, recommending solutions, tools, and best practices on HIPO management
• Performance Management: Provides governance of the overall annual Performance Management activities (eg. Goal Setting, Individual Development Planning and Implementation, Career Discussions, Year-End Review)
• Performance Management: Review and manage Performance Management guidelines; strengthens and updates the overall process and policies of Performance Management as needed
• Organization Development: Performs data mining and analysis to draw insights into organizational culture and engagement
• Organization Development: Interface with Internal Communications and Engagement to support organizational analysis
• Organization Development: Design and implement OD solutions interventions to address strategic and critical team development needs
• Organization Development: Design and facilitate planning and learning sessions using process and consulting skills, appropriate planning framework and tools
• Others: Conform to the company's Quality, Environmental, Occupational Health and Safety, and Information Security Management Systems policies
• Others: Report Environmental, Occupational Health and Safety, and Information Security events/incidents or potential events, or other security risks to the organization/ committees-in-charge
• Others: Protect information assets from unauthorized access, disclosure, modification, destruction, or interference in accordance with ISMS policies. Maintain availability, confidentiality, and integrity of documents

Skills

Organizational development

Talent management

Leadership

Project management

Education

Bachelor’s degree in HR/Ed/Psy/Behavioral Sci

Job description

The Manager, Talent Management contributes to the efforts to identify, develop, and retain key talent, ensuring a robust leadership pipeline that aligns with the company’s long-term business goals, while creating and implementing innovative talent strategies that foster a culture of continuous learning and professional growth.

Responsibilities:

Strategic Workforce Planning

• Design and update the strategic workforce planning framework based on business needs and changes in the landscape
• Provide governance in the facilitation of the SWP process for the organization and provide advice and support to business units and corporate service groups, as needed
• Identify and ensure execution of internal and external talent strategies to build and acquire critical capabilities
• Develop overall talent management strategy in alignment with the strategic workforce plan
• Act as a consultant to BU HR and leaders, recommending solutions, tools, and best practices on strategic workforce planning

Succession Management

• Develop and update succession management strategy aligned to the strategic workforce plan
• Maintain and update the succession management programs and policies by tracking changing business needs and conducting research on trends, best practices, and technology on the subject
• Provide governance in the implementation and customization of succession management policies and strategies
• Facilitate executive discussion on talent management, providing insights into the state of the talent and key talent strategies
• Manage the succession plan and talent reviews for key executives
• Monitor the effectiveness of the succession management framework and make necessary adjustments to ensure its continued relevance and impact
• Manage key talent data, succession analytics and report for timeliness, accuracy, relevance and interpretation to establish trend, forecast needs, assess talent gaps
• Act as a consultant to BU HR and leaders, recommending solutions, tools, and best practices on succession management

Key Talent Management and Leadership Development

• Together with the Learning and Development team, define leadership development principles and ensure alignment of BU leadership program to principles
• Together with the Learning and Development team, Design and manage an enterprise leadership development program for different levels in the organization, including assessment, alignment of BU-level programs, and evaluation
• Develop and update HIPO management strategy and framework to effectively identify, assess, develop, and reward high potential talents
• Provide governance in the implementation and customization of HIPO management policies and strategies
• Ensure alignment of BU HIPO management practices to the overall hipo management framework
• Work with the learning and development team in designing a differentiated high potential development program and solutions
• Act as a consultant to BU HR and leaders, recommending solutions, tools, and best practices on HIPO management

Performance Management

• Provides governance of the overall annual Performance Management activities (eg. Goal Setting, Individual Development Planning and Implementation, Career Discussions, Year-End Review)
• Review and manage Performance Management guidelines; strengthens and updates the overall process and policies of Performance Management as needed

Organization Development (OD)

• Performs data mining and analysis to draw insights into organizational culture and engagement
• Interface with Internal Communications and Engagement to support organizational analysis
• Design and implement OD solutions interventions to address strategic and critical team development needs (eg. team building, key talents or High Po interventions, etc.).
• Design and facilitate planning and learning sessions using process and consulting skills, appropriate planning framework and tools (eg. Learning Sessions, State of the Team Sessions, Gallup Engagement Sessions, Support to Strategic Workforce Planning sessions, etc.).

Others

• Conform to the company's Quality, Environmental, Occupational Health and Safety, and Information Security Management Systems policies, standards, procedures, and guidelines based on ISO 9001, ISO 14001, OHSAS 18001, and ISO 27001 Standards
• Report Environmental, Occupational Health and Safety, and Information Security events/incidents or potential events, or other security risks to the organization/ committees-in-charge
• Protect information assets from unauthorized access, disclosure, modification, destruction, or interference in accordance with ISMS policies. Maintain availability, confidentiality, and integrity of documents

Qualifications

Professional: At least 10 years of experience in organizational development, talent management, or relevant field, preferably with experience in a center of excellence role

Leadership: At least 3 years in a leadership role (at least managerial), whether direct or matrix

Project: Handled end-to-end program development for talent management

Education: Bachelor’s Degree in Human Resources, Education, Psychology, Behavioral Science, or any related discipline