Talent Management & Development Advisor

Job Purpose: Provide technical expertise and insights on the creation, development, implementation, and delivery of specialized talent management programs, tools, and initiatives such as talent assessment, succession planning, performance management, and career development in liaison with other HR functions and proponent organizations.

Main Accountabilities/Responsibilities:

1. Act as a technical SME providing proficient consultation on all phases of talent management programs such as succession planning management, assessment, talent pipelines, and career development.
2. Collaborate with business leaders and other human resources functions to develop and execute an integrated approach to talent management and development.
3. Provide expertise on the developed talent management and development frameworks, standards, systems and processes to ensure best-fit solution is in place and alignment with business objective.
4. Assist in conducting evaluations to identify skill gaps and development needs within the organization.
5. Extend the support to the talent management team to produce organizational strategy and plans to meet learning and development needs; develop a learning approach and methodology for the company and manage learning delivery, measurement and follow-up as necessary.
6. Design assessment solutions that meet company needs with focus on critical talent aspects, draw on a range of methodologies that are fit for purpose, and employ tools that are valid and reliable, especially for succession, selection, and advancement purposes.
7. Leverage useful, innovative technology, such as adaptive psychometric tools, online assessment delivery and project management, and remote supervision.
8. Keeping an up-to-date view of the latest trends and best practices in the talent management and development field.
9. Plan and implement end-to-end assessment activities from pre-activities (e.g. Management Briefing, Role and Ideal Profiles); to session activities (e.g. Structured Interviews, Psychometric Tests); to post-activities (e.g. Management Debrief, 1:1 Feedback Session).
10. Collate and analyze assessment data, integrate results into a cohesive profile of the candidate, write reports that speak clearly and practically to proponents questions or objectives.
11. Lead the data analysis activities to evaluate and ensure the effectiveness of talent management programs and introduce adjustments as needed.
12. Perform any job-related activities as requested by the immediate supervisor/ manager.
13. Lead and manage end-to-end Succession planning activities including contributing to the design of the program, analyzing and identifying candidates, coordinating with proponent organization and other stakeholders, presenting succession plans to Management, monitoring and reporting progress to ensure effective interventions are executed.
14. Liaise with line managers and HRBPs to identify and approve, based on experience and competencies, high potential candidates who will go through the succession planning & HIPO program.
15. Meet with internal stakeholders on a regular basis to review high potential talent and update HIPO individual development plans (IDPs).
16. Extend support by guiding high potential employees in their career paths within the organization by identifying opportunities for advancement and the skills needed for those roles.
17. Train and develop other talent management team members on relevant skills to enable them to become proficient on the job and deliver the respective role objectives.