Senior/ Expert - Talent Management & Organizational Development

1. RESPONSIBILITY
The Senior TM&OD Executive / Associate TMOD Expert is responsible for designing, implementing,
and optimizing performance, competency, and talent assessment systems to ensure transparency,
fairness, and alignment with organizational strategy.
This role serves as an internal expert in Performance Management, Talent Review, and Succession
Planning. Beyond coordinating evaluation cycles, TMOD plays a key role in building and operating the organization's "performance operating system."
The position is responsible for translating strategic goals into measurable indicators (KRA/KPI),
ensuring fairness in performance recognition, and creating motivation through strong alignment
between performance results - potential - compensation.
1. Performance Management
• Design, implement, and continuously improve performance evaluation systems
(KRA/KPI/SPA)
• Develop and standardize evaluation frameworks, rules, and governance models across levels
(managers/employees), functions (Delivery, Business, Back Office), and markets (Vietnam &
overseas)
• Collaborate with business units from Q1 to align business goals and targets with KRA/KPI
planning
• Ensure the system is predictive and performance-driven rather than retrospective
• Organize and coordinate periodic performance review cycles
• Build performance dashboards, analyze data, and provide insights and actionable
recommendations to the Board of Directors (BOD)
2. Talent Management
• Design and operate talent identification, development, and retention programs
• Manage talent assessment tools such as 9-Box Grid, potential assessment, and competency
frameworks
• Conduct periodic talent reviews across departments
• Analyze talent data and propose development and retention strategies
3. Promotion Management
• Develop and standardize promotion and appointment processes and policies
• Coordinate evaluation committees for senior-level promotions, ensuring transparency and
professionalism
4. Succession Planning
• Identify and maintain a list of critical roles
• Build and manage succession pipelines for key positions
• Collaborate with departments to develop succession development plans
• Coordinate and support development programs for successor pools
5. Others
• Perform other tasks as assigned by the Line Manager