Talent and Capability Manager

Qualifications and Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field. A Master's degree is preferred.
  

• Minimum of 7 years of experience in talent management, with a focus on talent acquisition, succession planning, and employee development.
  

• Proven track record of implementing successful talent management programs in a corporate environment.
  

• Strong analytical skills and the ability to use data to drive decision-making.
  

Talent Acquisition:

• Develop and execute effective talent acquisition strategies to attract high-caliber candidates.
  

• Collaborate with hiring managers to understand staffing needs and create job descriptions.
  

• Manage the end-to-end recruitment process, including sourcing, interviewing, and onboarding.
  

• Build a positive candidate experience, managing candidate’s expectations and maintaining relationships for those candidates who are not selected at present against a particular skill set, for future prospects.
  

• Support HRBPs in the workforce planning - examine workforce plans, understands the skills, competencies, and experience necessary that aligns to the business needs.
  

• Continuous tracking and use of key metrics to drive continuous improvement and to make better decisions, to ultimately improve the quality of Talent Acquisition.
  

Succession Planning:

• Design and implement a robust succession planning framework to identify and develop future leaders.
  

• Conduct regular talent reviews and create development plans for high-potential employees.
  

• Ensure a pipeline of qualified candidates for key leadership positions.
  

• Build talent pipelines for current and future job openings.
  

Talent Segmentation:

• Analyze workforce data to segment talent based on skills, performance, and potential.
  

• Develop tailored development programs for different talent segments.
  

• Monitor and report on the effectiveness of talent segmentation initiatives.
  

Job Rotation Implementation:

• Create and manage job rotation programs to enhance employee skills and career development.
  

• Coordinate with department heads to identify rotation opportunities and facilitate smooth transitions.
  

• Evaluate the impact of job rotations on employee performance and engagement.
  

Mentorship Programs Implementation:

• Design and launch mentorship programs to support employee development and knowledge sharing.
  

• Match mentors and mentees based on career goals and development needs.
  

• Monitor the progress of mentorship relationships and provide support as needed.
  

Talent Management Initiatives:

• Lead the implementation of various talent management initiatives to enhance employee engagement and retention.
  

• Stay updated on industry best practices and incorporate them into the bank's talent management strategy.
  

• Collaborate with HR colleagues to ensure alignment of talent management initiatives with overall HR strategy.