1. Talent Management & Development

• Performance Management: Implement and oversee the company's performance review cycles (e.g., goal setting, mid-year check-ins, year-end evaluations). Develop managers' capability to conduct effective performance conversations and provide ongoing, constructive feedback that supports employee performance and development.
• Succession Planning: Identify critical roles and high-potential employees. Manage and keep track of formal succession planning processes to build an internal talent pipeline for future leadership needs.
• Career Development: Monitor and manage employee career progression paths and internal mobility. Collaborate with departmental heads to manage development programs to identify training needs.
• Talent Analytics: Identify and develop high-potential employees through talent review and Individual Development Plans (IDPs).

• Develop and implement the annual Learning & Development (L&D) strategy and training plan.
• Conduct Training Needs Analysis (TNA) and identify competency gaps.
• Design, coordinate and evaluate training and development programmes.
• Manage training budgets, training records and HRD Corp grants/claims.
• Promote a culture of continuous learning across the organisation.

• Develop initiatives to improve employee engagement and retention.
• Analyse turnover trends, exit interview findings and employee feedback to recommend improvement actions.
• Partner with business leaders to implement career development and retention strategies for key talent.
• Monitor retention metrics and recommend continuous improvement initiatives.

• Partner with department heads to identify workforce capability and development needs.
• Manage relationships with external training providers and learning partners.
• Lead HR projects related to learning, talent development and organisational capability.
• Prepare reports and dashboards on training, talent and retention outcomes.

• Ensure compliance with Company policies and statutory requirements relating to employee learning and development.
• Maintain proper documentation and confidentiality of learning, talent and succession records.

• Manage and continuously improve the Company's Learning Management System (LMS) and digital learning initiatives.
• Ensure training records are maintained accurately and learning resources are accessible to employees.

• Bachelor’s degree in Human Resources, Business Administration, or a related field.

• Minimum 5 years of progressive HR experience in Learning & Development, Talent Management or Organisational Development.

• Experience in leadership development, succession planning and employee engagement.

• Familiarity with HRD Corp processes and Learning Management Systems (LMS) is an advantage.

• Highly empathetic, with strong interpersonal skills and a passion for people development.

• Strategic thinker with the ability to connect talent strategy to business goals.

• Self-starter, proactive, and capable of managing multiple priorities in a fast-paced environment.

• Good to have: Strong understanding of business functions and strategic thinking to develop and implement people plans.