Inclusive Work Program Lead

Hewlett Packard Enterprise; Singapore; On-site; SGD 120,000 - 180,000; Full time

Job summary

Hewlett Packard Enterprise is seeking an Inclusive Work Program Lead to drive talent programs, assess leadership potential, and support succession planning across the organization. You will design, implement, and monitor programs that align with talent principles and enable growth.

The role partners with HRBP and business leaders to standardize processes while tailoring initiatives for specific units, ensuring a strong pipeline of ready-now talent and measurable impact on business objectives.

Qualifications

• Four-year or Graduate Degree in Human Resources, Organizational Development, or related discipline or commensurate work experience.
• Typically has 10+ years of work experience, preferably in training, talent selection & development, performance management, or a related field.

Responsibilities

• Contributes to the development and monitoring of the enterprise-wide talent management strategy.
• Designs program success criteria, oversees program strategy, and establishes goals and metrics to measure performance.
• Collaborates with the talent leader, HR business partners, and key stakeholders to develop and implement practices, tools, solutions, and frameworks that enable talent management and overarching talent strategies.
• Balances the value of developing standardized processes with the need for business unit customization, ultimately ensuring the ability to develop and retain the talent needed to meet business objectives.
• Designs and develops strategic talent management practices, aligned to organization’s talent principles, that help build key organizational capabilities and ensure a pipeline of ready-now talent.
• Manages the infrastructure and supports the execution of differentiated investments for high-potential talent.
• Integrates organization’s Employer Value Proposition (EVP) and associated messaging through talent management solutions, tools, and frameworks to reinforce the organization’s commitment to personal growth and development.
• Communicates programs to senior leadership, organizes and participates in information summits, and oversees content updates in relevant portals.
• Monitors effectiveness and leverages HR business partner feedback and the employee listening journey capability to continuously improve and advance practices.
• Manages projects of high complexity that promote the effectiveness of programs along with refining strategies.

Skills

Auditing

Business Strategies

Change Management

Data Analysis

Employee Engagement

Employee Onboarding

Employee Relations

Human Capital

Human Resource Management

HRIS

Labor Law

Labor Relations

Marketing

Performance Management

Process Improvement

Project Management

SAP Apps

Talent Acquisition

Talent Management

Workday

Education

Four-year or Graduate Degree in Human Resources, Organizational Development, or related discipline

10+ years of work experience in training, talent selection & development, performance management

Tools

SAP Applications

Workday (Software)

Job description

Inclusive Work Program Lead

Description -

Job Summary

• This role is responsible for leading design and implementation of talent programs, conducting assessments, succession planning, performance management, and collaborating to foster employee growth and development within the organization. The role develops success criteria, collaborates with stakeholders, and designs solutions for talent management alignment. The role balances standardization and customization to retain essential talent and meet objectives.

Responsibilities

• Contributes to the development and monitoring of the enterprise- wide talent management strategy.
• Designs program success criteria, oversees program strategy, and establishes goals and metrics to measure performance.
• Collaborates with the talent leader, HR business partners, and key stakeholders to develop and implement practices, tools, solutions, and frameworks that enable talent management and overarching talent strategies.
• Balances the value of developing standardized processes with the need for business unit customization, ultimately ensuring the ability to develop and retain the talent needed to meet business objectives.
• Designs and develops strategic talent management practices, aligned to organization’s talent principles, that help build key organizational capabilities and ensure a pipeline of ready-now talent.
• Manages the infrastructure and supports the execution of differentiated investments for high-potential talent.
• Integrates organization’s Employer Value Proposition (EVP) and associated messaging through talent management solutions, tools, and frameworks to reinforce the organization’s commitment to personal growth and development.
• Communicates programs to senior leadership, organizes and participates in information summits, and oversees content updates in relevant portals.
• Monitors effectiveness and leverages HR business partner feedback and the employee listening journey capability to continuously improve and advance practices.
• Manages projects of high complexity that promote the effectiveness of programs along with refining strategies.

Education & Experience Recommended

• Four-year or Graduate Degree in Human Resources, Organizational Development, or any other related discipline or commensurate work experience or demonstrated competence.
• Typically has 10+ years of work experience, preferably in training, talent selection & development, performance management, or a related field.

Preferred Certifications

• Professional in Human Resources (PHR)/ Senior Professional in Human Resources (SHPR)
• Society for Human Resource Management (SHRM)
• Certified Talent Management Practitioner (CTMP)

Knowledge & Skills

• Auditing
• Business Strategies
• Change Management
• Data Analysis
• Employee Engagement
• Employee Onboarding
• Employee Relations
• Human Capital
• Human Resource Management
• Human Resources Information System (HRIS)
• Labor Law
• Labor Relations
• Marketing
• Performance Management
• Process Improvement
• Project Management
• SAP Applications
• Talent Acquisition
• Talent Management
• Workday (Software)

Cross-Org Skills

• Effective Communication
• Results Orientation
• Learning Agility
• Digital Fluency
• Customer Centricity

Impact & Scope

• Impacts large functions and leads large, cross-division functional teams or projects.

Complexity

• Provides highly innovative solutions to complex problems within established policy.

Disclaimer

• This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.

Job -

Human Resources

Schedule -

Full time

Shift -

No shift premium (Singapore)

Equal Opportunity Employer (EEO)-

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “ Know Your Rights: Workplace Discrimination is Illegal"