Deputy Manager - Talent Management

Roles & Responsibilities:

• Drive Talent Management initiatives across talent identification, succession planning, performance management, competency development, career development, and capability building.
• Design and implement talent interventions and development programmes aligned with business priorities, including assessments, leadership development, and capability-building initiatives.
• Manage Talent Management projects end-to-end, from requirement understanding and intervention design to stakeholder alignment, execution, evaluation, and continuous improvement.
• Own the annual Employee Engagement calendar and drive initiatives aligned with organisational values, culture, and Employee Value Proposition (EVP), with a focus on recognition, appreciation, wellbeing, and employee experience.
• Drive employee listening initiatives including internal employee surveys, pulse surveys, and GPTW; analyse feedback and translate insights into actionable interventions for HR and leadership.
• Develop dashboards, reports, and presentations to track talent and engagement metrics, programme participation, effectiveness, utilisation, and overall impact.
• Partner with internal stakeholders, external consultants, assessment partners, learning partners, and other vendors to effectively design and deliver Talent Management and Employee Experience initiatives.
• Manage multiple projects independently, ensuring quality, timelines, stakeholder alignment, effective execution, and timely escalation, while bringing relevant external benchmarks and contemporary HR practices to strengthen the organisations people agenda

Preferred Candidate Profile:

• Relevant HR experience, preferably across Talent Management, Employee Experience, L&D, HRBP or related HR roles.
• Demonstrated experience in handling both Talent Management and Employee Engagement / Employee Experience initiatives.
• Experience in independently managing HR projects from conceptualization to implementation and measurement.
• Exposure to areas such as competency frameworks, talent reviews, succession planning, assessments, capability development, employee surveys, engagement or recognition programmes.
• Excellent written, verbal and presentation skills.