HR Officer (Talent Management)

The HR Officer (Talent Management) carries end-to-end accountability for two integrated workstreams: talent management and performance management operations. This is not a coordination role — it is an ownership role. The successful candidate will be expected to drive, not support.

The role owns:

• Group-wide PM cycle execution — from design and launch through to completion tracking, score reporting, and outcome analysis

• Manager capability building in KPI design, performance conversations, and development planning

• Succession planning for critical and leadership roles — bench strength, readiness tracking, and gap escalation

• Talent reviews and Hi-Po pipeline management

• The direct link between performance outcomes and development actions, PIPs, and succession readiness

• Proactive risk identification — surfacing talent and performance risks before they reach crisis point

ACCOUNTABILITIES

Key Deliverables

Performance Management System

• Own and execute the full PM cycle across all business units — goal-setting, mid-year review, year-end review.

• Train managers on KPI construction, goal alignment, and performance conversations.

• Monitor and enforce compliance — follow up directly with non-compliant managers; escalate to Head of TTLD where unresolved.

• Produce score reports, completion dashboards, and cycle analytics for management and executive review.

Succession & Talent Pipeline

• Maintain succession plans for all critical roles, with regular readiness assessments.

• Lead talent review facilitation and Hi-Po identification processes.

• Monitor bench strength quarter-over-quarter and proactively flag pipeline risks.

Performance–Development Integration

• Ensure every significant performance outcome has a linked development or succession action.

• Partner with the L&D team to translate performance and capability gaps into targeted learning interventions.

• Monitor PDP and PIP progress and effectiveness.

Insight & Governance

• Maintain accurate talent and PM data; produce executive-ready dashboards and risk reports.

• Operate within the TTLD intelligence ecosystem — data quality and decision-readiness are non-negotiable.

• Support audit and assurance activities with complete, retrievable documentation.

Requirements

• Bachelor's degree in HRM, Business, Psychology, or related field
• Minimum 3 years in Talent Management with operational PM ownership
• Demonstrated experience owning PM cycles end-to-end (not just supporting them)
• Experience facilitating talent reviews and succession planning processes
• Track record of engaging and holding managers accountable to HR deadlines
• Experience training managers on KPI design and performance conversations
• Working knowledge of HRIS, talent management systems, and reporting tools
• Experience in a manufacturing, distribution, or multi-site Group environment
• Exposure to Corporate University or structured L&D environments

Benefits

• Health Insurance
• Life Insurance
• Pension Plan
• Lunch Subsidy
• Performance Incentive