Head - Talent Management

ROLE PURPOSE:

The Head - TM will own the end-to-end Talent Management agenda for building leadership pipelines, driving organisation design and performance management, strengthening compensation frameworks, and institutionalizing HR operations and governance to enable the organisation's growth across businesses. The role will partner closely with business and functional leaders to align people strategy with enterprise goals, while building a strong culture of performance, capability and engagement.

Talent Management (TM):

- Architect and deploy the organisation's Talent Management strategy, ensuring robust leadership succession and workforce agility across critical project and corporate functions.

- Design and facilitate the annual talent review and succession planning process, identifying and developing high-potential and high-performing employees.

- Build leadership pipelines and young-talent / early-career programmes to grow leadership capability from within.

- Act as a talent partner to business leadership, advising on workforce planning, capability building and organisational effectiveness for new projects, sites and business verticals.

- Drive coaching and mentoring interventions, including executive coaching, for critical and high-potential talent.

Organisation Development (OD):

- Lead organisation design and role/grade architecture in line with business growth, new project mobilisation and diversification into new verticals.

- Drive competency mapping and capability-building frameworks aligned to business and certification requirements.

- Lead culture-building, change management and internal communication initiatives (town halls, connect sessions) that reinforce HR as a trusted bridge between employees and leadership.

- Champion the DEI agenda, improving diversity representation across leadership and operational roles.

Performance Management System (PMS):

- Own the design, roll-out and continuous improvement of the Performance Management System across corporate and project teams.

- Institutionalise a culture of goal-setting, feedback and performance differentiation, including tools such as 360-degree appraisals.

- Link performance outcomes to talent decisions promotions, succession, rewards and development plans.

Compensation & Benefits (C&B):

- Lead job evaluation and job architecture / banding exercises (e.g., Mercer methodology) to ensure internal equity and market competitiveness.

- Design and administer Variable Pay / Short-Term Incentive (STI) and Project Incentive policies.

- Lead annual salary planning, budgeting, benchmarking and payout cycles, engaging compensation consultants to track market trends and best practices.

- Conceptualise and implement Reward & Recognition programmes that reinforce desired behaviours and performance.

HR Operations:

- Institutionalise HR policies, processes and governance standards consistently across all business units and project sites, ensuring compliance, timelines and operational readiness.

- Drive digitisation of HR processes through HRIS platforms (e.g., Workday, Ramco, Oracle, SuccessFactors) to improve efficiency, data quality and employee experience.

- Track and elevate employee engagement through structured, data-driven programmes and surveys, translating insights into action plans.

HR Strategy:

- Partner with the CHRO / leadership team to build and execute the enterprise HR strategy in line with business plans and growth priorities.

- Integrate annual workforce planning with business planning to ensure the right talent is available at the right time for project and corporate needs.

- Support M&A / new-business integration from an HR standpoint organisation structure, culture alignment and talent continuity.

- Embed a culture of continuous learning through targeted Learning & Development interventions aligned to business and technical capability needs.

Experience & Qualifications:

- 15-20+ years of progressive HR experience, with significant exposure to Talent Management, OD, PMS and C&B, ideally within infrastructure, EPC related project-driven industries.

- Proven track record of building talent management and succession frameworks, and mobilising/demobilising large project workforces.

- Postgraduate qualification in HR / Management; an engineering or technical background is an added advantage given the project-intensive nature of the business.

- Certifications in job evaluation, coaching, OD or change management (e.g., Mercer, ICF, MIT Sloan or equivalent) will be preferred.