The ideal candidate will lead the organization's Talent Development and Employee Relations functions, ensuring strong capability building, structured development pathways, a high-performance culture, and a fair, compliant workplace. Oversees the design and implementation of development frameworks, policies, and programs across L&D, leadership development, performance management, succession planning, and employee relations. Manages dedicated teams and partners with department leaders to drive organizational people priorities.
Key Responsibilities:
Talent Development
- Lead the strategy for organizational talent development, focusing on building future capabilities and strengthening the leadership pipeline.
- Develop and maintain talent development frameworks, competency models, and governance tools.
- Oversee leadership development programs, capability-building initiatives, and structured development pathways.
- Manage succession planning and talent review processes to identify readiness gaps and development needs.
- Ensure talent insights are captured, reported, and used to inform workforce decisions.
- Work with leaders to design targeted development plans and interventions to address capability gaps.
Learning & Development / Performance Management
- Develop and enhance L&D frameworks, policies, and structured learning journeys.
- Oversee the design, rollout, and evaluation of learning programs for all organizational levels.
- Ensure learning initiatives align with capability priorities, talent pathways, and succession goals.
- Lead the full performance management cycle, including goal setting, mid-year reviews, calibration, and annual evaluations.
- Establish and continuously improve performance management policies, tools, and feedback mechanisms.
- Build capability through training on coaching, feedback, and performance improvement practices.
Employee Relations
- Oversee the Employee Relations function to ensure fair treatment, legal compliance, and a respectful workplace culture.
- Develop and maintain ER policies, disciplinary procedures, investigations frameworks, and communication guidelines.
- Advise managers on complex ER issues, including grievances, investigations, and corrective actions.
- Ensure all ER cases are handled objectively, consistently, and in line with organizational standards.
- Monitor ER trends and recommend preventive measures to address systemic issues or workplace risks.
- Serve as the escalation point for sensitive, high-risk, or high-impact employee cases.
Leadership & Collaboration
- Lead teams across Talent Development and Employee Relations.
- Set priorities, allocate resources, and ensure consistent, high-quality delivery of HR programs and frameworks.
- Collaborate directly with senior leaders to align development initiatives with long-term organizational strategy.
- Drive change management efforts related to new HR processes, policies, and development programs.
- Promote a culture of continuous learning, accountability, and improvement within the HR function.
