Talent Management Specialist

Qualification and Experience

• B.sc/B. A or M.sc degree in Human Resources or any Social Science course or equivalent.
  
• At least 5-7 years of experience in Talent management, Learning & Development, or Organizational Development
  
• Professional HR Certification (e.g., CIPD, SHRM, HRCI CIPM) preferred.
  
• Proficiency Skills in the use of database management, ERP e.g. SAP modules, word processing and spreadsheet.
  

• Support in the design and execution of the talent management framework & partner with line managers to assess workforce requirements and align with succession needs
  
• Conduct training needs assessment (TNAs) from appraisal outcomes and workforce gaps, partner with the Group L&D team to design and implement technical and leadership development programs, evaluate training effectiveness using Kirkpatrick’s Model (Reaction, Learning, Behaviors, Results) & maintain a company-wide competency framework and skills inventory database
  
• Maintain updated succession plans for all critical roles, identify and track high-potential employees using agreed criteria, facilitate individual Development Plans (IDPs) and career pathing for employees & partner with Group L&D to provide targeted growth programs for successors and HiPos
  
• Support in designing and executing employee engagement surveys, conducting stay interviews, and analyzing exit interview data to understand attrition drivers, design retention strategies targeted at high-potential and critical skilled employees, and contribute to employee recognition programs that promote a culture of excellence.
  
• Participate in developing recruitment strategy. This may include job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc.
  
• Provide a monthly dashboard on talent metrics (turnover, engagement, training effectiveness, succession readiness), use workforce analytics to predict talent risks (e.g., turnover, bench strength gaps), and present insights and recommendations to management for informed decision-making.