Responsibilities
Learning & Development (L&D)
- Design, implement, and manage annual L&D plans aligned with organizational goals.
- Conduct training needs analysis based on PMS results, competency gaps, and business priorities.
- Develop and oversee internal and external training programs, workshops, and leadership initiatives.
- Evaluate training effectiveness and ROI using clear KPIs.
Career Path & Talent Development
- Design and maintain clear career paths and progression frameworks across all functions.
- Collaborate with department heads to define role competencies, readiness criteria, and succession plans.
- Support internal mobility and employee development through structured growth plans.
- Guide employees and managers on career development discussions.
Performance Management System (PMS) Strength Focus
- Leverage PMS outcomes to identify high potentials, skill gaps, and development priorities.
- Support managers in effective goal setting, mid-year reviews, and performance evaluations.
- Strengthen the linkage between PMS, L&D initiatives, promotions, and career progression.
- Ensure PMS is fair, data-driven, and development-focused rather than purely evaluative.
Key Strength Points (PMS & L&D Integration)
- Strong ability to translate PMS data into actionable development plans.
- Focus on strengths-based development and continuous performance improvement.
- Experience in competency frameworks and behavioral indicators.
- Strong stakeholder management and coaching mindset.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- 8-12 years of experience in HR, with at least 2 years in a lead or management position with strong exposure to L&D, Career Path, and PMS.
- Strong analytical thinking, decision-making, communication, and presentation skills.
