The Director, Talent & Culture is responsible for driving Sun Life Vietnam's organizational effectiveness through strategic talent management, leadership development, and culture initiatives. This role designs and implements comprehensive programs to attract, develop, and retain top talent while fostering a high-performance culture aligned with the company's values and objectives. The Director collaborates closely with senior leadership to build a strong talent pipeline, enhance employee engagement, and ensure the organization has the capabilities needed to achieve its long-term business goals.
Major Accountabilities:
1. Design and Implement the Learning & Talent Development Solutions:
• Leading the design and implement programs, interventions for developing capability and mindset for people leaders and top talents (high performer and high potential) to deliver the strategic
• direction for building Sun Life Vietnam as Employer of Choice for Top Talents.
• Coordinate with Corporate and Regional Talent team to Vietnam and to promote Vietnam program to Region as best practices
• Leading the design and implement programs, intervention to build Digital Leadership capability for people leaders and top talents.
• Leading the design and implement programs, intervention to build next generation of talents (top students hiring), both developing talents and developing leaders of these talents
• Administrate Assessment tools and platform as part of development process and coach leaders and talents on utilize report data for improve talent development decisions.
• Facilitate the personalized leadership development programs for high potential talents to improve the talent bench strength
2. Deliver Leadership and Talent Development agenda:
• Facilitate the Annual Talent Review process and coach people leaders to improve the talent potential identification and development decision
• Partner with Regional Talent team to review the current leadership framework and delivery mechanisms for Sun Life Vietnam. Gain agreement on priority on development needs as point of entry for revamping leadership learning framework /programs for Vietnam business.
• Co-facilitate global/ regional Leadership/ talent development Programs with TD counterparts in other Asia countries as peer coach
• Function as Talent partner with leaders to refine the training needs for top talents as a result from the talent review. Coordinate with other countries Talent partners and/or RO Talent team to identify trainers/ training provider to deliver the development plan.
• Regular check in and/or coaching to both Leadership team and high potential talents to ensure progression on development plan as well as recognize quickly on the potential issues/ challenges.
• Regular check in and/or coaching to talent under talent development/ next gen program to support talents to meet the program's expectation.
• Engage and promote visibility of top talent to the Leadership team to support their career growth
• Deliver Leadership training programs and coach on Leadership, to people leaders/aspiring people leaders, including distribution channels and back offices to build SL leadership profile.
• Facilitate HRBP to support leader to build the succession plan and build pipeline for key roles of the functions. Facilitate HRBP to support leaders to build diverse leaders and top talent profiles.
• Facilitate TA to support leader to improve the assessment/ interview skill to raise the bar for hiring top talents.
3. Drive organizational development initiatives to foster a high-performance culture:
• Design and optimize the organizational structure (org chart) to align with business strategies and goals
• Develop and manage comprehensive job descriptions to ensure clarity in roles and responsibilities
• Implement talent management strategies that support the organization's growth and succession planning
• Lead initiatives to enhance employee engagement, performance, and career development
• Collaborate with leadership to identify and address organizational capability gaps
4. Employee Engagement & Communication:
• Design and implement comprehensive employee engagement strategies to foster a positive work environment
• Develop and manage employee surveys to gather insights on workplace satisfaction and areas for improvement
• Analyze survey results and create action plans to address identified issues
• Establish effective internal communication channels to ensure transparent and timely information flow across the organization
5. Culture Development:
• Lead initiatives to define, promote, and reinforce Sun Life Vietnam's organizational culture
• Collaborate with leadership to align cultural initiatives with business objectives and values
• Develop and implement programs to embed desired cultural behaviors across all levels of the organization
• Monitor and assess cultural progress, making adjustments as needed to support long-term organizational success
6. Succession Planning
• Develop and implement a robust succession planning process for key positions within Sun Life Vietnam
• Identify high-potential employees and create tailored development plans to prepare them for future leadership roles
• Collaborate with senior leadership to ensure alignment between succession plans and long-term business strategies
• Regularly review and update succession plans to maintain a strong leadership pipeline
7. Performance Management:
• Design and implement a comprehensive performance management system aligned with Sun Life Vietnam's strategic objectives
• Develop and maintain performance evaluation tools and processes to ensure fair and consistent assessments across the organization
• Train managers and employees on effective goal-setting, performance feedback, and development planning
• Facilitate regular performance reviews and calibration sessions to ensure equitable evaluations and identify high-potential employees
• Analyze performance data to provide insights on organizational effectiveness and recommend improvements to leadership
Technical Skills and Knowledge:
• Good understanding of the latest development in various HR practices in organization design and structure, performance management, leadership. Demonstrated ability to put such understanding in execution mode and support the
business leaders in strategic people agenda.
• Analyze complex data and telling the business story as well as solving problems through the data.
• Understands the regulatory/legal environment.
• Ability to handle confidential information and work in a professional environment.
• Knack for questioning "why" and influencing others on better solutions.
• Strong knowledge within Microsoft Office, deep expertise within Excel
• Preferred experience with survey builds and platform.
Leadership Skills
• Strong business acumen and strategic orientation
• In-depth level of oral and written communication skills
• Basic project management skills
• Ability to deliver engaging training, public speaking to various audience
• Ability to build relationships and trust with internal and external clients. Be the "go-to" person and trusted support
• Demonstrated experience providing analysis from disparate systems and providing concise and meaningful stories through the data
• Strong verbal and written communications skills, as well as interpersonal skills
Problem solving
• Ability to identify and address problems when managing the execution process and deal with different stakeholders including VNLT level, HR leaders both in VN, region and corporate
• Ability to be multi-tasking and see the macro picture and interdependencies to identify the possible solutions and diagnostic tools.
• Ability to prioritize tasks to align with particular deadlines
• Ability to manage ambiguity and independently, yet work collaboratively within a team environment and having fun while working smart
• Being financial discipline while suggest smart investment to achieve talent and culture objectives and targets
Education and experience:
• University degree, preferably in business related discipline or psychology
• Experience in delivery on Leadership Development
• Experience in coordinating and coaching leaders on assess talent high potentials and develop development plan that works.
• Experience in managing multiple moving parts of change projects/ initiatives at company wide level and at individual level
• High profile with high EQ, IQ
• English proficiency in all skill is required;
• Preferred if has any qualification in psychometric assessment from a well known organization
• Preferred if has knowledge about Digital Talent & upskilling and reskilling talents in digital transformation context
Communication scope:
• Regular communicate to middle to senior management on people strategies with alignment to local, regional and global business objectives
• Maintain positive and trusting relationship with colleagues at all levels
• Regular contact with stakeholders in the Regional Office and Corporate Office
• Regular contact with external vendors / agencies who provides services for talent solutions
NGÀY ĐĂNG
[protected info]
CẤP BẬC
Giám Đốc và Cấp Cao Hơn
NGÀNH NGHỀ
Nhân Sự/Tuyển Dụng > Đào Tạo Và Phát Triển
KỸ NĂNG
Leadership, Talent Development, Performance Management, Succession Planning, Organizational Development
LĨNH VỰC
Bảo hiểm
NGÔN NGỮ TRÌNH BÀY HỒ SƠ
Bất kỳ
SỐ NĂM KINH NGHIỆM TỐI THIỂU
10
QUỐC TỊCH
Không hiển thị
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