Chief People Officer

confidential jobs; Singapore; In loco; SGD 350.000 - 750.000; Tempo pieno

Descrizione del lavoro

confidential jobs is seeking a Chief People Officer to define and execute the group’s people strategy across businesses and geographies. You will report to the Group CEO and partner with the Board to drive leadership continuity, talent development, and executive effectiveness.

The role demands extensive experience in designing leadership succession frameworks, executive assessment, and mobility, with a proven track record in large multinational contexts spanning Asia.

Competenze

• Minimum 15 years in progressive HR leadership roles.
• Proven track record in leadership succession and talent management.
• Experience as Group CHRO or equivalent in a large multinational.

Mansioni

• Develop and oversee leadership succession frameworks across the group.
• Lead executive talent review and development programmes.
• Oversee executive mobility and deployment across geographies.
• Partner with CEO and Board on talent strategy and governance.

Conoscenze

Leadership assessment

Succession planning

Executive coaching

Stakeholder management

Strategic thinking

Board advisory

Formazione

Bachelor’s degree

MBA or related advanced degree (advantageous)

Strumenti

Psychometric tools

HR analytics

Descrizione del lavoro

The Chief People Officer (CPO) is responsible for defining and executing the people strategy for the Group, with particular emphasis on leadership succession, talent management, and executive effectiveness. Reporting directly to the Group Chief Executive Officer, the CPO serves as a trusted advisor to the CEO and senior leadership team on all matters relating to human capital strategy.

The role has enterprise-wide responsibility for leadership continuity across the Group's diverse portfolio of businesses, ensuring the organisation has the depth of talent required to navigate strategic transformation, geographic expansion, and long-term leadership continuity.

Key Responsibilities

• Develop and oversee succession plans for critical leadership positions across the Group.
• Ensure a robust pipeline of internal leadership talent capable of assuming progressively significant responsibilities across businesses and geographies.
• Regularly assess leadership readiness at individual and cohort level, identify succession risks, and implement targeted development interventions to address identified gaps.
• Present succession frameworks, risk assessments, and leadership pipeline updates to the CEO, Board, and relevant governance committees.

2. Executive Assessment & Talent Review

• Design and conduct rigorous evaluations of leadership capability, potential, performance trajectory, and organisational fit across the senior leadership population.
• Provide independent, evidence-based recommendations to the CEO and Board on appointments, promotions, lateral moves, and succession decisions.
• Facilitate structured talent review processes across business units, bringing objectivity, consistency, and an enterprise-wide perspective to talent calibration.
• Maintain the integrity and confidentiality of executive talent data and assessment outcomes.
• Design and oversee the Group's executive development strategy, including individual coaching engagements, mentoring programmes, and cohort-based leadership effectiveness initiatives.
• Partner with external development providers and executive coaches to deliver high-impact interventions for identified succession candidates and senior leaders.
• Establish frameworks to evaluate the effectiveness and return on investment of leadership development programmes.

4. Talent Deployment & Executive Mobility

• Partner closely with the CEO and business leaders to strategically deploy leadership talent across businesses, functions, and geographies in alignment with enterprise priorities.
• Champion a culture of executive mobility, positioning enterprise-wide assignments as deliberate mechanisms for leadership development, capability building, and organisational effectiveness.
• Manage transition planning associated with senior executive movements, ensuring continuity of leadership and operational effectiveness.

5. Executive Recruitment & Integration

• Support the identification, assessment, and attraction of external leadership talent for critical positions where internal pipelines require supplementation.
• Oversee executive search and assessment processes for senior appointments, ensuring rigour, objectivity, and alignment with organisational requirements.
• Design and implement structured onboarding and integration programmes for newly appointed senior leaders, accelerating effectiveness and cultural alignment.

Candidate Profile

Experience & Background

• Bachelor's degree or above, preferably in Human Resources, Organisational Psychology, Business Administration, or a related discipline.
• Advanced degree (MBA, Master's in OD/I-O Psychology) or professional HR certification (SHRM-SCP, CIPD, SPHR) is advantageous.
• Minimum 15 years of progressive HR leadership experience, with significant time spent in senior enterprise-wide HR leadership roles.
• Demonstrated track record in designing and executing leadership succession frameworks, leadership development, and talent management.
• Proven experience as a Group CHRO, Group CPO, Group HR Director, or equivalent senior Human Capital leader within a large multinational corporation, diversified conglomerate, industrial group, investment-backed organisation, or Tier 1 strategy consulting firm.
• Regional or global experience across Asia is preferred; exposure to multi-geography and multicultural environments is essential.
• Strategic acumen: Ability to connect talent strategy with business strategy and long-term organisational priorities.
• Executive presence and credibility: Capable of engaging with and advising Board members, senior executives, and key stakeholders with gravitas and independence.
• Assessment expertise: Deep familiarity with leadership assessment methodologies, psychometric tools, and executive evaluation frameworks.
• Systems thinking: Ability to view talent challenges holistically across a diverse enterprise and design scalable, future-oriented solutions.
• Discretion and integrity: High personal standards of confidentiality, objectivity, and ethical conduct in managing sensitive leadership matters.
• Collaborative influence: Skill in shaping decisions without direct authority across business units, geographies, and reporting lines.