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  Lead the overall talent acquisition strategy to attract high-quality talent across all levels.
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  Develop workforce planning strategies in partnership with business leaders.
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  Build and maintain strong employer branding initiatives.
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  Oversee recruitment processes, ensuring efficiency, quality and positive candidate experience.
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  Develop recruitment metrics and dashboards to improve hiring effectiveness.
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  Manage executive and critical hiring initiatives.
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  Build relationships with universities, professional associations and external recruitment partners.

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  Develop and implement the organisation's Learning & Development strategy.
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  Identify capability gaps and establish learning roadmaps aligned with business priorities.
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  Design leadership development programmes for emerging and senior leaders.
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  Establish technical, functional and behavioural competency development programmes.
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  Evaluate training effectiveness through measurable learning outcomes and ROI.
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  Promote a continuous learning culture across the organisation.

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  Lead annual training needs analysis across all business units.
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  Develop annual training calendars and budgets.
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  Oversee internal and external training programmes.
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  Manage relationships with training providers and consultants.
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  Ensure compliance with statutory and mandatory training requirements.
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  Drive digital learning initiatives including Learning Management Systems (LMS), e-learning and blended learning.

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  Develop talent review frameworks across the organisation.
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  Lead succession planning for critical leadership positions.
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  Identify and develop high-potential employees.
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  Design career progression and internal mobility programmes.
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  Build talent pipelines to support future business growth.

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  Drive the organisation's performance management framework.
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  Partner with leaders to strengthen goal setting and performance conversations.
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  Implement calibration processes to ensure fairness and consistency.
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  Support performance improvement initiatives where required.

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  Design leadership competency frameworks.
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  Develop executive coaching and mentoring programmes.
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  Support organisational change and transformation initiatives.
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  Facilitate culture-building and employee engagement programmes.
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  Partner with HR Business Partners on organisation design and capability enhancement.

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  Establish talent metrics and dashboards.
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  Analyse recruitment, learning and retention data to drive decision-making.
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  Monitor key indicators including:
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  Time-to-fill
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  Cost-per-hire
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  Quality of hire
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  Training effectiveness
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  Internal promotion rate
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  Employee retention
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  Leadership pipeline health

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  Develop and maintain talent management policies and procedures.
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  Ensure compliance with employment legislation and HR best practices.
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  Manage talent-related budgets effectively.
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  Benchmark talent practices against industry standards.

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  Lead and develop the Talent Management team.
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  Coach and mentor team members to build internal capability.
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  Foster collaboration across HR functions and business units.
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  Manage external vendors, consultants and training partners.

Requirements

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  Bachelor's Degree in Human Resources, Business Administration, Psychology or related discipline.
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  Master's Degree or MBA is an advantage.
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  Professional HR certifications (e.g. SHRM-SCP, CIPD, AHRI, IHRP) are desirable.

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  Minimum 10–15 years of progressive HR experience.
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  At least 5 years in a senior Talent Management, Learning & Development or HR leadership role.
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  Proven experience leading Talent Acquisition and Learning & Development functions.
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  Experience designing leadership development and succession planning programmes.
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  Experience supporting organisational transformation and change initiatives.
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  Exposure to HRIS and Learning Management Systems.