Job Purpose
'The Expert, Talent Management & Development is responsible for maximizing values of Talent and uplift Bank performance by building a future-ready, high-performing, and highly engaged workforce that enables the bank's strategic ambitions.
This role manage tactical activation of EVP strategies and oversee the design and delivery of development programs for identified talent segments. Coordinate assessment tools and learning roadmaps, and ensure smooth implementation of succession planning and employee mobility processes
Key Accountabilities (1)
I. Learning & Development
Develop and Implement Learning & Development Strategy
Participate in the development of the annual Learning & Development (L&D) Plan, including objectives, projects, action plans, budget, and KPIs; ensure effective implementation aligned with agreed targets and business priorities.
Partner with and advise assigned functions on developing annual learning and workforce development plans, including objectives, plans, budget, and KPIs; monitor implementation effectiveness in terms of timeline, quality, and budget utilization.
Training Governance and Operations
Contribute to the development of policies, regulations, processes, and operating principles for Learning & Development, including SLAs, training standards, internal and external trainer standards, external training vendor standards, and LMS/LXS governance frameworks.
Execute governance and operational activities within the assigned scope, including LMS/LXS administration, to ensure consistency, compliance, and operational effectiveness.
Prepare periodic and ad-hoc reports on training governance and operations as required.
Collaborate with Centralized Procurement to source and procure training services in accordance with company policies, ensuring quality and cost effectiveness.
Design and Deliver Learning & Development Programs
Lead training needs analysis for assigned functions and provide consultation on learning priorities and delivery approaches that align with organizational and functional resources.
Design and deliver learning interventions and training programs within the assigned scope, ensuring practicality, relevance, and applicability to learners' business contexts.
Measure and evaluate training effectiveness for assigned functions.
Internal Knowledge Management
Participate in developing policies and regulations related to knowledge management, including mechanisms to foster a learning culture and standards for internal trainers, ensuring effective knowledge sharing and retention.
Implement and monitor internal knowledge management policies and practices within the assigned area of responsibility to drive knowledge development and organizational learning effectiveness.
Key Accountabilities (2)
II. Talent Management
Participate in Designing the Overall Talent Management Framework
Develop the Talent Management Framework and Talent Management Process to identify, develop, and retain talent.
Select and develop assessment tools to identify talent based on defined criteria.
Participate in talent assessment processes as an assessor, leveraging talent profiles and selected assessment tools.
Implement Key Talent Identification and Development Programs
Conduct assessment and selection activities for key talent segments, including High Potentials, Fast-Track Talents, and Specialists.
Design, manage, and measure the effectiveness of development programs for each talent segment, including learning, development, and engagement initiatives.
Manage and Implement Succession Planning Programs
Develop and annually update succession plans aligned with current and future business strategies to ensure a sustainable talent pipeline and business continuity.
Establish guiding principles and work closely with leaders across the organization to identify critical positions and succession candidates.
Competency Framework Assessment Management
Develop career pathways and job descriptions based on career architecture and the organization's skills framework.
Conduct leadership competency assessments to meet organizational development needs.
Success Profile - Qualification and Experiences
'- A Bachelor's degree or higher in Human Resources Management, Organizational Development or related disciplines
Professional certification from CIPD, SHRM, ATD and other reputable human resources organizations is preferred
At least 8 years of experience in Talent Development, Performance Management, Learning and Development
Managerial experience is preferred
Knowledge of banking and financial services, technology or fintech is preferred
Experienced in talent management practices and EVP offering design
Experienced in instructional design methodology, learning application methodologies and design frameworks
Experienced in coaching, mentoring and counselling
Required Skills
Analytical thinking and problem-solving skills.
Competency in training needs analysis, instructional design, program delivery (including facilitation), and training effectiveness measurement.
Data-driven decision-making capability.
Strong communication skills.
Business acumen.
Project management skills.
Proficiency in learning technologies and content development tools.
AI literacy and the ability to leverage Artificial Intelligence (AI) tools to enhance learning design, content development, learning analytics, knowledge management, and workforce capability development.
Ability to identify, evaluate, and implement AI-enabled learning solutions and automation opportunities to improve learning effectiveness and employee experience.
Emotional intelligence.
Strong English proficiency.
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