Talent Development & Culture Director

Key Responsibilities

Talent Development Strategy & Execution

• Develop and implement a comprehensive talent development strategy (including learning & development leadership development succession planning and career pathing) that aligns with the companys mission vision and business goals.

• Design and oversee end-to-end leadership development programs (e.g. executive coaching emerging leader programs management training) to build leadership capability at all levels.

• Lead succession planning initiatives to identify assess and develop high-potential employees (HiPos) for key roles ensuring business continuity and leadership pipeline strength.

• Evaluate the effectiveness of talent development programs through metrics (e.g. retention rate of trained employees promotion readiness program ROI) and continuously iterate to improve impact.

• Partner with department heads to identify role-specific skill gaps and design targeted learning solutions (e.g. on-the-job training e-learning workshops) to address needs.

Organizational Culture & Employee Engagement

• Define articulate and embed the companys core values and desired culture (e.g. inclusivity innovation collaboration) across all levels of the organization.

• Develop and execute culture initiatives to enhance associate engagement belonging and well-being (e.g. ARGs recognition programs culture workshops feedback mechanisms).

• Lead regular associate engagement surveys analyze results and drive action plans to address gaps and strengthen culture.

• Partner with leadership team to model cultural values and ensure consistent communication of culture priorities across the organization.

Talent Management & Alignment

• Collaborate and coordinate with P&O peers (Talent Acquisition performance management Reward) to integrate talent development and culture into end-to-end talent lifecycle processes.

• Ensure talent practices (e.g. performance reviews promotions rotations) are aligned with cultural values and development goals.

• Advise senior leadership on talent and culture trends risks and opportunities and recommend strategies to drive organizational effectiveness.

Team Leadership & Stakeholder Management

• Lead mentor and develop a team of talent development and culture professionals fostering a high-performing collaborative environment.

• Build strong relationships with key stakeholders to ensure alignment and adoption of talent and culture initiatives.

• Manage budgets for talent development and culture programs ensuring efficient resource allocation and maximum ROI.

Job Specifications/Qualification

1. Education & Professional Qualification

• A Bachelors degree and/or the equivalent combination of education and work experience is required advanced degree in HRM Business Administration preferred.

2. Knowledge/Experience

• 810 years of progressive experience in talent development organizational culture leadership development or organizational development with at least 35 years in a leadership role.

• Proven track record of designing and executing successful talent development strategies (leadership development succession planning) and culture initiatives.

• Experience in a corporate environment preferably in a fast-paced or growth-oriented organization.

• Demonstrated experience leading teams and managing cross-functional projects

• The ideal candidate would have normally worked as an expert in talent organization development or as a Strategic Business Partner within a multinational company.

• The role requires a well-developed understanding of the key elements of the role of HR with experience of minimum 12-15 years.

• Strong influencing skills and ability to leverage expertise to design and deploy impactful people solutions.

• Fluent English at business level is required.

• Good business acumen and experience-strong analytical and problem-solving capability.