Job Description

To embed and sustain the existing Talent and Leadership framework in RME, ensuring that talent decisions, development priorities, and leadership programs are directly linked to business needs, capability gaps, and future leadership requirements.

Talent Framework Embedment & Governance

• Embed and sustain the existing global/regional Talent framework across RME.
• Ensure consistent application of standards, calibration quality, and decision discipline.
• Translate framework insights into clear talent actions aligned to business priorities.

Succession, Pipelines & Capability Demand

• Ensure credible succession coverage and future-ready pipelines for critical roles.
• Partner with HRBPs and leaders to identify capability gaps and readiness risks.
• Convert talent and succession insights into targeted development and mobility actions.

Learning Needs, Leadership & Talent Programs

• Establish clear Learning Needs Analysis (LNA) based on business strategy, capability gaps, and succession priorities.
• Ensure regional learning investments are focused, purposeful, and outcome-driven.
• Guide the region on the effective use of Global Learning Academy and development offerings, ensuring they are applied where they add real value.
• Design, manage, and govern regional talent and leadership programs (e.g. high-potential programs, leadership communities, targeted capability accelerators).
• Ensure talent and leadership programs are connected, coherent, and reinforce business priorities—not standalone initiatives.

Performance & Engagement Embedment

• Embed global Performance and Engagement approaches in a way that enables differentiation and action.
• Support HRBPs and leaders to move from process compliance to meaningful performance and development conversations.

Talent Data, Insights & Decision Support

• Leverage Talent Tracker and HR systems to provide clear insight on talent health, readiness, and risk.
• Partner closely with HR Operations to ensure data integrity and reporting consistency.

• Minimum 10 years of progressive HR experience with extensive experience in Talent Management within large organizations.
• Proven experience in competency frameworks, career development, succession planning.
• Strong professional presence, ability to build relationships across all levels of the organization.
• Strong communication skills with ability to influence and negotiate; Ability to influence without authority
• Progressive, conceptual thinker with ability of turning abstract concepts into solid frameworks and initiatives
• Ability to apply talent management process and tools to support strategic business objectives

• Strong analytical skills