The Talent Management & Organizational Development Lead is responsible for designing and implementing comprehensive talent strategies that drive organizational excellence and sustainable growth. This strategic role focuses on building robust talent pipelines, developing high-performance cultures, and ensuring the organization has the right capabilities to achieve its strategic objectives through effective succession planning, performance management, and leadership development initiatives.

Talent Development Responsibilities:

- Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps.

- Establish core competencies for all roles aligned with the company's long-term strategy.

- Create career paths and ensure implementation of the career planning process for every role and individual within the organization

- Create a succession planning model for the organization comprising of a structured rotation and skill enhancement plan.

- Build a quarterly talent review process managed with the Department Head within the organization

- To develop a high-performance culture linking vision, core values, leadership competencies, and performance management to enable the organization achieve its objectives.

Performance Management:

- Design, implement, and maintain a comprehensive performance management ecosystem that integrates objective setting, performance evaluation, development planning, and succession management.

- Establish and communicate clear Key Result Areas (KRAs) across all organizational levels, ensuring transparency and alignment with business objectives.

- Develop robust measurement frameworks and analytics to support the organization's transition to a performance-driven culture, enabling data-informed decision-making and continuous improvement in organizational effectiveness.

- Build organizational coaching capability by equipping managers with essential skills in team leadership, performance coaching, and employee counseling.

- Develop comprehensive training programs and support systems that enable managers to effectively guide, develop, and optimize their team's performance while fostering a culture of continuous feedback and professional growth.

Leadership Development:

- Design and implement comprehensive leadership development initiatives strategically aligned with organizational objectives and future business requirements.

- Create targeted development pathways that build leadership capability at all levels, ensuring a robust pipeline of leaders equipped to drive organizational success and navigate evolving business challenges.

- Establish and maintain detailed competency matrices for all organizational roles, defining critical skills and capabilities required for current and future success.

- Implement systematic feedback mechanisms and assessment processes to identify skill gaps, monitor development progress, and facilitate targeted enhancement programs that address individual and organizational capability requirements.

- Develop and institutionalize a comprehensive methodology to maximize learning impact and accelerate knowledge dissemination throughout the organization.

Strategic Competencies:

- Business Partnership: Ability to align talent strategies with organizational goals and translate business needs into talent solutions

- Future-Focused Planning: Capability to anticipate future talent requirements and develop proactive strategies

- Market Intelligence: Understanding of industry trends, talent landscape, and competitive positioning

- ROI Mindset: Skill in measuring and demonstrating the business impact of talent initiatives

- Change Leadership: Expertise in leading organizational transformation and culture change initiatives